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The employer's checklist for 2025

Andrew Weir • December 21, 2024

It's 2025, and it's time to make sure your HR house is in order.

This checklist will guide you through the top 10 areas you should review, including the complete employee life cycle, to get the very best out of your team and business this year.

1. Legal compliance

This is at the top of the list for good reason. Staying compliant and handling situations legally will help to avoid costly fines and legal issues.

Can you confidently say you're 100% legally compliant? YES / NO

2. Leverage HR technology

HR technology can help you to manage your people and save costs in many different ways. Numerous software programmes are available to help you with every step of this process.

Could you be using HR technology more? YES / NO

3. Attraction: Attract the best people

Your business is only as strong as the people you employ. Therefore, creating a strong employer brand that highlights your culture, mission and benefits is essential.

How good is your employer brand? Bad 1 2 3 4 5 6 7 8 9 10 Good

4. Recruitment: Find the best people

A solid recruitment process ensures you find the right person and stay legally compliant.

Do you have an efficient and legally compliant recruitment process? YES / NO

5. Onboarding: Give your new employees the best experience

First impressions matter, and the first few weeks are crucial to your new employee's engagement and success. That's why you need to have a great onboarding process.

Do you have a great onboarding plan for when you have a new hire? YES / NO

6. Retention: Keeping your team happy

Keeping your best people is just as important as hiring them, and that's why you need to create a positive working environment and keep an eye on your culture and performance management.

Do you track how happy your employees are using metrics? YES / NO

7. Development: Investing in your team's performance

Investing in your team's performance helps in many ways and is crucial to employee retention. For example, you could provide tailored development plans that align with individual career goals and company needs.

Could the performance of your team be improved? YES / NO

8. Offboarding: Saying goodbye in the right way

Offboarding is as important as onboarding. When employees leave, you want to ensure your team isn't left to pick up the pieces. That's why you need an amazing offboarding process, including exit interviews.

Do you have an amazing offboarding process? YES / NO

9. Happy Leavers: Avoid dodgy Glassdoor reviews

The goal for all employees is to feel valued and respected by the company. So, when they do leave, they part on good terms and can be a great advocate for your company in the future.

How do your employees feel when they leave the company?

Bad 1 2 3 4 5 6 7 8 9 10 Good

10. Work with a 1:1 HR Consulting Company

Working with a 1:1 HR consultant will help you to get the best out of your team and business this year.

We will be your strategic partner, help you to stay legally compliant, save time and costs, and manage every area of the employee lifecycle.

Want to work with us?

Get in touch for a free, confidential chat about your business.

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HR Newsletter December 2024

By Andrew Weir • December 9, 2024

Our HR news roundup for December...

How to improve the performance of your employees

By Andrew Weir • November 22, 2024

Putting systems in place to review and improve your employees’ performance is important because your employees’ performance directly impacts your bottom line. What is Performance Management? ‘Performance Management’ is an umbrella term HR consultants use to describe strategies or actions to review and improve employee performance. What are the benefits of Performance Management? • Aligns individual performance with organisational goals • Enhances productivity and efficiency • Boosts employee engagement and motivation • Improves communication between managers and employees • Supports career development and growth • Reduces risk and enhances accountability • Enhances employee retention What’s involved in managing your employees’ performance? Many people think a monthly appraisal with your employees will complete the job. However, this approach is completely ineffective. Instead, it would be best if you thought of Performance Management as a system that has 4 interconnected steps: Step 1: Planning Planning is the foundation of effective Performance Management. It begins with setting clear goals and expectations, ensuring employees understand their roles and responsibilities. This alignment helps create a shared vision of success, ensuring everyone is working towards common objectives. Step 2: Monitoring Monitoring involves regular check-ins, feedback and performance reviews that keep employees focused, supported and on track. These ongoing assessments allow managers to address challenges and make necessary adjustments, creating a dynamic process rather than a static, once-a-year review. Step 3: Developing Developing your people is crucial for maintaining a competitive edge. Providing continuous learning opportunities, such as training, mentoring and upskilling, empowers employees and enhances their performance. This pillar addresses current skill gaps and prepares employees for future roles, fostering a culture of growth and adaptability. Step 4: Reward and Recognition Recognising and rewarding hard work is more than good practice—it’s essential for maintaining motivation and engagement. Rewards can be monetary or non-monetary, such as public recognition, career development opportunities or flexible work arrangements. This acknowledgement reinforces positive behaviours and drives a culture of high performance. We can help you create your Performance Management System Performance Management is not a one-time event, but an interconnected system of planning, monitoring, developing and rewards. Integrating these steps into your Performance Management System creates an environment where employees feel valued, supported and driven to achieve their best. This is something we can help you create. Get in touch for a confidential chat.