10 Critical Managerial Tasks You Should Never Do on a Friday
Ah, Fridays. The sweet end of the workweek, where everyone's thoughts drift towards the weekend, plans with friends and family, and a much-needed break. But as a manager, there are certain things you should avoid doing on a Friday. Let's dive into what they are and why they should be a no-go in Blooms’ books.
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1. Giving Feedback (Unless Absolutely Necessary)
Feedback is essential for growth, but there are better days than Friday. Why? People need time to process feedback, and giving it right before the weekend means they'll likely stew over it for two days, potentially feeling stressed or anxious. If your company doesn't operate on Saturdays or Sundays, your direct reports can only discuss their thoughts or seek clarification on Monday. This isolation can exacerbate their stress and make the feedback feel more negative. Instead, aim to give feedback earlier in the week, allowing time for follow-up conversations and support.
2. Terminating an Employee
Terminating someone's employment is always challenging, but doing it on a Friday is particularly harsh. It leaves the individual with no immediate support or opportunities to start their job search, and it creates a negative end to their week. If you must terminate, choose a day mid-week so they have time to seek out resources and start the job hunt. Additionally, not having the opportunity to talk through their feelings or ask questions for two days can make the situation feel even more isolating and traumatic.
3. Announcing Layoffs
Announcing layoffs on a Friday can create a weekend full of anxiety and uncertainty for everyone. Employees will spend their time off worrying about their job security instead of relaxing. Announce layoffs earlier in the week and provide clear next steps and support to help ease the transition. Without the chance to connect with you or HR for two full days, employees might feel abandoned and more stressed.
4. Sharing Concerning Company News
Whether it's financial trouble, a significant shift in strategy, or other unsettling news, sharing it on a Friday is a sure way to ruin morale. Employees need time to ask questions, express concerns, and understand the impact. Share such news earlier in the week to address any fallout and provide reassurance. Leaving employees to stew over bad news for two days without support or answers can amplify their worries and damage trust.
5. Scheduling Performance Reviews
Performance reviews can be stressful, and holding them on a Friday means employees will spend the weekend reflecting—often negatively—on the discussion. Schedule these reviews mid-week to allow for immediate follow-up and support. Employees might feel isolated and more anxious over the weekend without the opportunity to discuss their concerns or get clarification.
6. Implementing New Policies
Rolling out new policies on a Friday is risky. Employees need more time to digest and understand the changes, leading to confusion and possible resentment. Introduce new policies at the beginning of the week with ample time for questions and clarity. Employees need to feel supported and have the chance to discuss any concerns or confusion, which is only possible if you're available over the weekend.
7. Requesting Major Reports or Projects
Asking for significant deliverables on a Friday can create unnecessary stress. Employees might feel pressured to work late or even over the weekend to meet the deadline. Set deadlines for mid-week to ensure a balanced workload and avoid burnout. If your team can't reach you over the weekend, they might feel pressured to figure things out independently, leading to potential mistakes and increased stress.
8. Holding Critical Meetings
Critical meetings often require follow-up and action items. Holding them on a Friday means momentum is lost over the weekend, and essential tasks might get delayed. Schedule these meetings earlier in the week to keep the energy and focus high. Important discussions and decisions need continuity, and a two-day gap can hinder progress and leave team members feeling unsupported.
9. Starting New Initiatives
Launching a new project or initiative on a Friday means it will likely lose steam over the weekend—Kick-off new initiatives earlier in the week to maintain excitement and ensure immediate progress. Your team needs the chance to ask questions and get guidance, which isn't possible if they can't reach you until Monday.
10. Demanding Immediate Changes
Requiring immediate changes or quick turnarounds on a Friday can lead to rushed and subpar work. Introduce changes at the start of the week to give your team the time to plan and execute properly. If they can't contact you over the weekend, they might feel pressured to make decisions without your input, potentially leading to mistakes and frustration.
Solutions: Making Fridays Positive
Instead of heavy tasks, use Fridays for:
Recognition and Celebrations: Highlight team achievements and individual contributions.
Team Bonding: Plan casual team activities or lunches to build camaraderie.
Planning: Encourage planning and preparation for the upcoming week.
Reflection: Allow time for employees to reflect on their week and identify areas for improvement.
Keeping Fridays light and positive fosters a happier, more productive workplace. Remember, the goal is to end the week on a high note, leaving your team refreshed and ready to tackle the new week ahead.
PSA: Four-Day Work Week at Bloom
We practice these principles at Bloom on Thursdays because we have a four-day workweek. If your company also enjoys the benefits of a shorter work week (and kudos to you for adopting this fantastic practice!), simply apply these suggestions to Thursdays instead. Keeping the end of the workweek positive and stress-free helps ensure your team is refreshed and ready for the week ahead. Here's to a balanced, happy, and productive work environment!