People are more likely to rally around change when they understand the reasons behind it. Explaining the “WHY” provides clarity and builds emotional connection. Repetition is critical—reiterate the “WHY” consistently to allow the concept to solidify in people’s minds. Go the extra mile by linking the purpose to personal benefits. When employees see how the change can solve their current challenges and create new opportunities, they will engage more fully. 

Example: Suppose you’re implementing a new digital tool to streamline operations. Begin by explaining that the change will reduce repetitive tasks, giving employees more time to focus on strategic, rewarding work. Share stories of how similar tools have positively impacted other teams. Host regular meetings to revisit this “WHY,” celebrating small wins as the tool begins to deliver results.

When rolling out your 2025 goals, ensure they are cascaded in a way that empowers your team. Don’t simply pass down broad company objectives—translate them into actionable, smaller pieces that align with each team member’s sphere of influence. This approach prevents frustration and helps individuals feel confident and capable of contributing. 

Example: If the company’s overarching goal is to improve on-time delivery rates by 20%, translate this into specific, measurable tasks for different teams. For instance, ask the warehouse team to focus on reducing picking errors by 10% and the logistics team to optimize delivery routes. Provide tools and resources to help them succeed, and check in regularly to ensure alignment. 

While change is necessary, it’s equally important to recognize and retain what’s already working. A powerful way to do this is through a Start/Stop/Continue/Improve exercise. In this brainstorming session, invite your team to evaluate what actions to start, stop, continue, and improve to achieve your goals. This fosters collaboration and gives everyone a sense of ownership in the process. 

Example: Hold a team meeting and ask for input under each category. For instance, your team might suggest starting regular cross-departmental check-ins, stopping redundant paperwork, continuing to prioritize employee safety initiatives, and improving communication by using more visual aids. Document the outcomes and create an action plan to implement their ideas. 

By taking these steps, you’ll not only build momentum for your 2025 goals but also inspire confidence and a shared sense of purpose within your team. Start today and make 2025 your most successful year yet!