Happy New Year! As we step into 2025, it’s the perfect time to set the stage for a successful year ahead. For HR Managers, this means reviewing and updating your HR handbook and toolkit to ensure your organisation is fully equipped for the challenges and opportunities of the year. With numerous aspects to consider, it can feel overwhelming.
To make the process smoother, we’ve created The HR Manager’s New Year Employee Checklist; a guide to the key areas you should focus on to encourage success, employee engagement, and growth in your workplace. Let’s get started on making 2025 your business’ best year yet!
1) Annual Performance Reviews
Annual performance reviews provide a key opportunity to evaluate an employee’s performance over the past year, discuss career growth, and address potential changes to job titles, responsibilities, or compensation. These reviews also provide a platform to set or refine SMART goals and celebrate employee achievements.
For maximum effectiveness, annual reviews should be integrated into a broader, ongoing feedback strategy that includes regular one-on-one meetings and quarterly check-ins. Research from Gallup reveals that 80% of employees who receive meaningful feedback within the past week are fully engaged, highlighting the importance of consistent, constructive communication throughout the year.
Moreover, leveraging performance metrics from 360-degree feedback, peer reviews, dashboards and surveys offer valuable insights that guide decisions on development opportunities, promotions, and salary adjustments. To ensure the review process is impactful, it should be up-to-date, consistently applied, and supported by continuous communication that keeps employees aligned with business goals and engaged in their work.
2) Compliance & Certifications
Ensuring compliance is a top priority for every HR Manager, and the start of a new year provides an ideal opportunity to review and update your practices. Begin by checking for any changes to labour laws or industry-specific regulations that may impact your organisation.
Next, conduct a compliance audit to identify and address any areas that require attention. Schedule mandatory training sessions, such as those focused on anti-harassment policies or safety protocols, to keep your team informed and aligned with expectations. Additionally, review role-specific certifications to ensure all qualifications are current.
This is also an opportune time to consider employee development and training programs that will support growth and compliance. Proactively managing compliance not only minimises legal risks but also strengthens employee trust and confidence in your company.
3) Recruitment & Upskilling
As an HR Manager, it’s crucial to plan ahead for recruitment needs in the upcoming year. Effective succession and workforce planning are essential for ensuring the right talent is in place for the future. In fact, according to Deloitte 86% of business leaders recognise the importance of succession planning in securing long-term success. By proactively addressing these areas, you can ensure your organisation is prepared to meet its staffing needs and sustain growth.
If recruitment is part of your strategy, start by reviewing the budget and setting aside time for creating job adverts, conducting interviews, and onboarding new employees. Additionally, it’s important to assess your onboarding process, especially if you have remote or hybrid workers. Make certain your approach is inclusive and effective for employees, regardless of their location. Consider identifying current employees who could serve as mentors to help new hires integrate and feel supported.
Along with recruitment, upskilling and reskilling your existing workforce should be a priority. Providing growth opportunities demonstrates your commitment to both employees’ professional development and the long-term success of the organisation.
4) Compensation Reviews
For HR Managers, early preparation is key when reviewing compensation packages. By starting well in advance, you can assess how your benefits stack up against industry standards, making sure your offerings remain appealing to both current employees and prospective recruits. Avado found that in 2024, 70% of employees are more likely to stay with a company that offers well-structured benefit packages. A particularly important aspect to review is your pension plan, as this can play a significant role in strengthening your overall compensation strategy.
It’s also worth considering new options that could boost employee satisfaction. Use employee surveys and ongoing feedback to see what your employees value in a benefits package. If you’re looking for inspiration, check out our previous blog for some great ideas on employee benefits. Remember to also review salary adjustments, bonuses, paid time off (PTO), and overtime policies. Properly managing and transparently communicating these benefits can play a key role in reducing employee attrition.
5) Employee Well-being
As the new year begins, take a moment to reflect on how your company supports employee well-being. This is an opportunity to think about what more can be done to show your team that they are truly valued and appreciated. When employees feel cared for, they’re not only more engaged but also more productive in their work.
Supporting a healthy work-life balance is one of the most important ways to improve well-being and workplace culture. It’s essential that employees feel they have time to recharge and focus on their personal lives outside of work. This balance isn’t just beneficial for the individual; it’s an investment in the overall success of the company. Additionally, cultivating a culture of Diversity, Equity, Inclusion, and Belonging (DEIB) ensures that all employees feel valued, respected, and part of a supportive community, which further strengthens overall well-being and engagement.
Now is the perfect time to evaluate your current approach and explore new ways to boost employee satisfaction and well-being. Whether it’s through flexible working hours, mental health initiatives, or wellness programmes, small changes can have a significant impact.
Kickstart 2025 with emPerform
At emPerform, our performance management software provides everything an HR Manager needs to update their HR toolkit and handbook for the year ahead. With powerful features for performance reviews, goal management, continuous feedback, and employee development, you can keep your HR processes ready for whatever the year brings. Let emPerform be your partner in creating a motivated, engaged workforce and a high-performing organisation in 2025 and beyond.
Book a FREE demo today or contact us for any advice on performance management.
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