Many HR leaders will have spent the past few weeks in strategic planning sessions. Hopefully, these meetings were useful and helped your team agree on crucial details such as budgets and staffing levels.
However, an HR leader’s responsibilities go beyond those basic planning documents. You’re responsible for organizational culture, for the employee experience, and for building an environment that allows teams to thrive. Are you ready to succeed in these vital goals over the course of the coming year?
8 questions to ask ahead of the New Year
Nobody can see into the future, sadly. There will always be unforeseen circumstances that challenge even the best-laid plans. But you can gauge your preparedness by asking these eight questions now:
1. What did you learn last year?
Before looking ahead, it’s important to take a moment to look back. What were the main lessons learned in 2024? Did your human capital strategy deliver the expected results? Were there challenges along the way, or unexpected opportunities? Try to gather as much information as possible about the good—and not-so-good—HR events of the past year.
To-do checklist items:
- Gather the HR team for a year-in-review session
- Ask senior stakeholders for their feedback
- Use anonymous surveys to get employee information about their experiences with HR
2. Do employees feel understood and supported?
In recent years, we have seen an increased focus on employee wellbeing. Around 83% of employers agree that wellbeing is an essential part of a positive culture, while employees with high stress levels are 46% more likely to be searching for a new job. HR’s role is to ensure that employees have the support they require, as well as learning more about employee’s changing needs.
To-do checklist items:
- Conduct employee surveys to gauge stress and burnout
- Educate leaders on the importance of employee wellbeing
- Address structural issues that impact employee wellbeing, such as under-resourced teams
3. Is your Total Rewards strategy aligned with employee needs?
Total Rewards—especially benefits—are an essential part of a positive employee experience. However, employee needs change over time, and your Total Rewards strategy needs to change with them. It’s important to keep your finger on the pulse to know which rewards are surplus to requirements and which are most needed.
To-do checklist items:
- Review enrolment data and other information about benefits usage
- Ask employees for feedback about the kind of benefits they’d like to see
- Communicate available benefits and rewards—employees can’t use a benefit if they don’t know it exists!
4. Have you considered the impact of technology on your team?
Technology is rapidly changing, and two things in particular could affect every employee: artificial intelligence and cybersecurity. AI is changing day-to-day life for many people, including those in positions that don’t traditionally rely on technology. Meanwhile, the rise in cybercrime means that each employee needs to be educated on digital security.
To-do checklist items:
- Talk to IT leaders about plans for new technology rollouts
- Make sure that critical cybersecurity trainings are kept up-to-date
- Look internally and ask how technology might impact the HR function in 2025
5. Do you have a flexible strategy for professional development?
New technology and new challenges will force changes to the organization’s training and development requirements. Some teams might move toward an upskilling model, which places a greater emphasis on employees advocating for their own career development. This kind of flexibility is essential when you’re trying to build a future-proof team.
To-do checklist items:
- Gather employee feedback on your current learning delivery strategies
- Speak to leaders and stakeholders about skills gaps and training needs
- Develop an upskilling strategy that empowers and supports individuals
6. Are you ready for compliance changes?
2025 will bring a new federal government, which could mean a change in direction for regulatory compliance. You may also see new rules at a state and local level, which might create an additional compliance overhead. Right now, the important thing is to be prepared and react to changes as they occur.
To-do checklist items:
- Monitor legislation at a local, state and federal level
- Ensure that all year-end paperwork is completed and verified
- Work with a compliance consultant if you need assistance
7. Does your culture need a reboot?
Recent years have seen some major changes to organizational culture. Many companies have implemented DEI programs that have introduced more diversity to their teams, while a majority of organizations have had to think about remote and hybrid working. The effects of these changes are still being felt, so it’s important to take a moment and assess the current state of your workplace culture.
To-do checklist items:
- Use employee surveys to learn more about the current state of your workplace culture
- Study the way that culture affects your employer brand and hiring strategy
- Talk to stakeholders about how to align culture with strategic goals
8. Have you taken a moment to recharge?
Finally, it’s time to reflect on your own experiences in recent years and prepare for the challenges ahead. Most teams will be aware of how they need to improve in the year ahead. Be sure to also talk about your successes and celebrate the team’s many wins over the course of 2024.
The most important thing for HR leaders right now is to take a moment to pause. You’ve probably been encouraging your people to practice self-care over the last 12 months. Now, you should practice some of those self-care tips for yourself. Look after yourself, and get ready to make 2025 a year to remember.
Need help making a HR plan? Book a call with a Helios HR consultant, and let’s talk about what’s on your HR strategy checklist.
