The 3-step HR power-up: Your year-end reflection guide for a strong 2026
For HR professionals, the year-end rush is intense: reports, reviews, and non-stop recruitment. Before you dive into 2026, take a strategic breath. This 3-step guide isn’t another to-do list; it’s your chance to pause, reflect, and ensure your 2026 HR plan focuses on what truly drives value.
Instead of another article on what to prioritise or delay, I’ve prepared a short Q&A, a reflection guide you can use as a practical companion. Think of it as a SurgeAdvisory year-end check-in for HR professionals.
Step 1: Look back for clarity (Review)
Look for clarity. Look back before you can look ahead.
- How did HR activities support or hinder key business objectives this year?
- Beyond just analysis, what trends or risk areas did the 2025 people metrics (turnover, engagement, etc.) reveal that require immediate action?
- Are all contracts, policies, and handbooks up-to-date with current legislation, focusing especially on AI policy usage, remote work guidelines, and pay transparency requirements?
- Have I reviewed salary structures, benefits and allowances to confirm that they are still relevant, fair and competitive?
- Do I know what’s working and what’s no longer adding value?
Step 2: Shift gear to the future (Prepare)
Now it is time to shift gear to the future and set up a strong start.
- Are next year’s workforce plans, training priorities and salary adjustments agreed to and budgeted for?
- Do the workforce plans and training priorities for 2026 directly address the critical skill gaps needed to achieve the company’s next-level goals?
- Beyond year-end chats, have managers been equipped to hold ongoing, coaching-focused conversations that foster growth and retention?
- Are engagement and retention plans set for Q1 2026?
- Have we allocated budget for learning, development, and strategic wellbeing initiatives that treat employee health as an investment, not just a benefit?
Step 3: Prioritise for a balanced start (Wait)
It is wise to plan in November and December, but not everything belongs in November and December.
- Which projects or initiatives have I planned for 2026 which can genuinely wait for later quarters in 2026?
- Am I postponing projects because they lack strategic alignment or simply due to lack of time?
- Have I clearly communicated what is on hold (and why) to people so that their expectations for Q1 are realistic?
A note from SurgeAdvisory
The close of the year is your opportunity to build clarity, not chaos. Use this guide to sharpen your focus, elevate your strategy, and set the stage for an impactful and sustainable start to 2026. You’ve earned the break; now earn the head start.