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

From performance reviews and job descriptions to pay transparency compliance, staffing needs, employee handbooks and workplace culture, now is the time to identify any outstanding issues and develop a plan for closing out the year.

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.