What is one thing you should always do before the work year is over? 

No, it’s not the Work Christmas Party or organising the office Secret Santa  - it’s making time for reflection.

We often conduct end-of-year performance reviews for our staff, so why not take the same approach and review the HR impacts of 2024?

Taking time for thoughtful reflection isn’t just an exercise in hindsight, it’s an investment in your future success. By evaluating what worked, what didn’t, and what needs to change, you ensure that your HR operations remain aligned with the needs of the business and your people.

Not sure where to begin? Here are 5 key questions to guide your reflection as 2024 comes to a close:

1.What were our biggest wins this year?

Start by celebrating your successes. Which initiatives, projects, or policies had the greatest positive impact? Perhaps it was an engagement initiative that transformed team morale, a process improvement that boosted efficiency, or a learning programme that advanced workforce capabilities. Reflect on what went well and consider what lessons these achievements offer for the year to come.

Tip: Whenever possible, quantify your wins. Metrics like growth, turnover, engagement, cost efficiency not only highlight HR's value but also provide a solid foundation for shaping future strategies.

2.What challenges did we face?

No year is without its hurdles, so take time to reflect on the key challenges your team encountered. Were there obstacles that slowed progress, changes that were difficult to adapt to, or unexpected issues that caused disruption? Identifying these challenges provides valuable insights into areas for improvement or action.

Tip: Avoid jumping straight to solutions right away. Take the time to deeply understand the issues, identify root causes, and validate your findings. This approach ensures you're addressing the right problems and tackling the true challenges.

3.How have our workforce needs changed?

The workplace is constantly evolving, and so are employee expectations (more than ever before!). Reflect on any shifts in workforce needs over the past year. Have there been changes in skill demands, culture, or priorities such as flexibility and wellbeing? Understanding these shifts is essential for keeping your strategies relevant and impactful.

Tip: Use tools like surveys, feedback sessions, or analyse data to capture trends and tailor your initiatives to align where possible.

4.Are our policies, processes, and tools still fit for purpose?

Policies, processes, and tools form the foundation of your HR operations. Are they still serving your team and business effectively? Assess whether they are up-to-date, efficient, and adaptable to current and future needs. Identifying gaps or inefficiencies can reveal great opportunities for improvement too.

Tip: Involve stakeholders in your assessment. Their perspectives can help identify pain points and practical solutions to ensure these are as effective as possible.

5.How aligned were HR’s goals with the organisation’s strategy?

Did your efforts drive meaningful progress? Did you help the business achieve their goals, or at least get closer to them? Were there missed opportunities to make a bigger impact? This question is the most important if you want HR to truly be a strategic partner (spoiler – you do!).

Tip: Map your key activities to the organisation’s goals for the year—ideally, this was already done throughout the year. Identify where your efforts added value and where there may have been gaps, so you can reinforce and refine your plan for 2025.

And, of course, if you have a remote team, ensure you reflect on this aspect too as you work through each of these questions. The remote nature of your workforce can present unique challenges and significantly shape the way you approach your HR strategy. Taking the time to evaluate its success and areas for improvement will help you drive better outcomes for everyone, everywhere.

Go ahead and put this in your calendar now to ensure you have the time and space for this reflection exercise. It’ll give you a strong head start to help you hit the ground running in 2025, and provide a fun, energising opportunity to connect and align the team at the same time.