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HR Managers: Your End-of-Year Checklist to Start 2020 Strong

In today's tight labor market, finding and retaining talent is a top priority for all business leaders, and with a disorganized HR team, it's that much harder to retain top performers. By doing these 6 things, HR leaders and their teams will be better prepared come Jan. 1 so they can focus on the company's most important asset: the people.

Rethink Your Handbook:

Review company policies and update or adjust if any laws have been passed (or will be passed come January 1) that affect your organization. Additionally, if there are workplace trends, like work-from-home opportunities or flexible scheduling you believe would help employee morale and/or retention, the end of the year is a good time to consider implementing those and updating your handbook to reflect the changes.

Collect updated staff information:

Between moving, marriages, name changes, etc. it can be difficult to keep up with employee addresses or emergency contacts, so use the end of the year to have all employees provide their most up-to-date personal information. When benefits notices, W-2’s, tax forms are sent, it’s on HR to make sure they’re getting sent to the right person and place.

Conduct an Open Enrollment Audit:

For many in HR, benefits and open enrollment takes up a large part of their time and resources in the last quarter of the year. It’s crunch time to get employees enrolled and make changes to any plans before the deadline. Make sure your hard work doesn’t go to waste by conducting an audit of this year’s open enrollment. Get with your broker to check that the employees who  wanted to make changes or needed to enroll were actually signed up and no mistakes were made.

Review Salaries:

While managers should play a big part in advocating for employee raises, HR professionals should still be reviewing salaries at a high level. Map out employees by tenure and look at what staff is making. If you have a tenured employee who hasn’t had a raise in a few years, be proactive and let their manager know. This way, any salary adjustments can go into effect come the first of the year.

Notify Employees of Changes or Deadlines Affecting Them:

For instance, if you have employees out on FMLA, they need to be notified of changes to family and medical leave policies that go into effect on January 1. Or, if your organization provides a Flexible Spending Account (FSA), employees that are signed up for it need to be notified of their balance and whether they need to use it by the end of the year or, if it can be rolled over.

Additionally, if your organization encourages employees to use their PTO or has a use it or lose it policy, look at how much PTO people have taken. If someone has been with your company for a few years and has 5 days left, let them know it’s theirs to use. This can go a long way in helping employees feel supported inside and outside of work.

Consider your team: 

If managing a team, ask what their main learns were from the year to help you better prepare them in 2020. Also ask what they’d like to accomplish professionally next year. What do they want to learn more about or be trained on? Can you work these into overall team goals as you plan out the year? It’s also important to consider how your team is feeling. As a team that supports the company's employees, it’s imperative that they feel supported and have the resources to set them up for success, so they can do the same for the organization's employees.   

If you’re looking to add to your team in 2020, find out how we can help by clicking here.

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