Year-End HR Priorities – An Action Item List For Our Remaining Four Months Of 2026

Performance reviews:

• Provide refresher training to managers on what (and what not) to include in performance reviews. Objectively identify and deal with persistent, documented performance issues from the year.
• Confirm that managers have sufficient documentation to support their reviews.
• Audit for pay equity in salary increases and bonuses resulting from those reviews.
• To avoid employees from feeling “stuck” and to build retention and a positive culture, use reviews to identify
• areas of career growth.

Job Descriptions: When reviewing performance, managers should update job descriptions to accurately reflect duties.

Promotional opportunities: Review pay transparency laws in the states where you operate. Ensure compliance with job and salary range posting requirements.

Headcount and Productivity: Evaluate whether revenue, demand, technology, and business needs align with headcount.

Employee Handbook Update: Review whether the handbook includes updates for all new laws and company practices. It’s a great time to analyze whether the handbook is comprehensive, too technical, or has gaps.

Culture: Are people happy at work? Look at retention, morale, and benefits.