What HR needs to focus on this December

With the end of the year quickly approaching, and everyone feeling tired and ready for a break, there might be a temptation to cruise through December putting off “meatier” HR and people leadership work until the new year. This would, however, be a missed opportunity in terms of both employee engagement and HR productivity and efficiency.

No matter how small or large your HR team is, it would be a surprise if you’ve not been pulled into organising or helping with an end-of-year celebration for your organisation. While this can feel like an annoying distraction at times from more strategic HR work, it’s good to view it as part of a wider employee appreciation activity. Think about how you can focus any end-of-year events on saying thank you to your workforce, acknowledging the contributions they’ve made throughout the year. 

Recognition of hard work might look like monetary Christmas bonuses, or something more simple but still thoughtful like a handwritten thank you card to employees. When you’re thinking about how you can recognise your people, be mindful of doing that in a way that resonates with how you’re now working. HR Leader recently shared: Hybrid, remote and homeworking-friendly end-of-year celebration ideas.

Once you’re happy with how you’re saying thank you to your employees for 2022, think about the employee engagement projects you have planned for 2023. Just as December can pass in a blur, January can also be a bit of a lost month. But it’s easy to start doing small things to bring your employees back to work after an end-of-year break (for those businesses that are able to have one) excited for the year ahead.

Even if plans for 2023 were announced this December, it’s a good idea to reiterate what the business is hoping to achieve for the year in January. And as you’re pulling these communications together, remember the marketing tactic: WIFM (what’s in it for me?). Employees will be far more engaged with a plan that they understand, feel part of, and benefit from than simply being told about strategies that they can’t link to their daily work life. In Kincentric’s Seth Hartdegan on employee engagement in 2023, Mr Hartdegan said of employee engagement next year: “Senior management must offer workers a clear vision and strategy on where the business is heading. A compelling vision and strategy can support employee buy-in to the organisation’s goals, inspiring people to act with purpose, and drive forward the organisation’s vision.”

As well as looking out at the business, December is also a good time to look inwards for HR and to check that the team is in the best position to meet the new year.

• Do you have your key roles covered to effectively serve the business?
• Is the team working well together or could that be improved?
• Is HR being invited to the business’ senior leadership meetings so you’re able to influence decisions with an eye on how it affects the workforce?
• Is your HR tech up to scratch or does it need to be reviewed for the needs of 2023?
• When was the last time you revised your business’ policies and procedures? Are they still fit for purpose?
• What is HR doing to help protect the company against cyber threats?

Having a checklist for HR for December and January can be invaluable in making sure these months aren’t “lost”. As the saying goes, “A stich in time saves nine”.