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End-of-Year HR Checklist: Reflect, Realign, and Reset for 2026


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End of Year Questions


Exercise: Review the following statements to assess your 2025 HR performance and set your 2026 HR goals.

 

1. Personal Evaluation:

  • My business structure and strategy is serving me and allowing me to lead the life I want.

  • I am able to pay myself fairly or have a plan that will allow me to pay myself fairly in the next year. 

  • I have spent more time this year leading the business strategically than any year before. 

  • I am consistently operating in my zone of genius / joy and I feel energized to work in the morning.

  • My leaders are operating the company effectively and I could take a 3 month sabbatical without impacting business performance. 


2. Leadership Team Evaluation:

  • My leadership team consistently operates with a clear and shared long-term vision (at least 3-5 years beyond today).

  • My leadership team fully owns their functions and do not rely on me to make or validate key decisions. 

  • My team effectively debates, decides, and aligns on priorities even if they don’t agree with the decision. 

  • My leadership team is actively developing members of their team for future leadership roles. 


3. Team Evaluation:

  • If we rebuilt our organization from scratch today, I would re-hire most of my team into their current roles, and those who I would not, are proactively being managed into alignment.

  • My team understands how they are compensated and are aligned with individual and company success.

  • My team consistently embodies our core values in their actions, not just their words. 

  • My team understands how their individual contributions impact the company’s strategic vision and goals.


4. HR Strategy

  • We have a talent plan to hit our 2026 goals that utilizes AI to augment current and future roles.

  • We have a compensation strategy to align our team to our values, our 3-5 year vision, and their individual impact that retains key personnel and/or departments.

  • We have key metrics and measurements to alert the leadership team to talent issues or misalignments. 

  • Our performance management drives results, accountability, and growth. 

  • We have a plan to address current skill gaps on our team.

  • Our people strategy is central to our business strategy and is integrated into financial and operational plans.


5. HR Compliance:

  • We have a clear understanding of our current HR compliance risks and a plan to mitigate anything outside of our risk tolerance. 

  • Our policies and handbooks are current, consistent, and legally compliant across all locations.

  • We have trailed managers to adequately understand and uphold compliance standards in daily operations across recruiting, team management, and terminations. 

  • I know our benefit costs for the new year and we are prepared to communicate any changes in the plan to our organization. 

  • Our organization participates in legally required trainings each year and we track attendance. 


I hope this checklist is helpful! If you have any questions or want to learn more, don’t hesitate to reach out with my information below.


For more information on how to build and scale your organization, please join me for my webinar: How to Build a Talent Strategy that Scales on November 6, 2025.


My email: amy@talenttoteam.com My phone: 303.229.8477 

 
 
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