Getting Prepared for 2026

Why HR Strategy Matters More Than Ever 

For HR to truly support your business, it can’t operate as a purely administrative tick-box exercise. It should be a strategic function—one that directly connects your people, your processes, and your paperwork to your business goals, vision, and values. 

What does strategic HR actually look like? 

It means every role in your business has a clear purpose and contributes to where you’re trying to go. It means your documentation—contracts, job descriptions, handbooks, policies—isn’t just compliant, but genuinely aligned with how you work and what you’re building. 

And it means your day-to-day people management actually brings your vision to life: employees understand where the business is going, they feel part of the journey, and they contribute positively rather than feeling like passengers. 

Think of your business like a gearing system. Each person is a cog: 

• they need to be the right fit, 

• they need regular attention and oiling, 

• and yes, sometimes they will need replacing as your business evolves. 

And if your business direction shifts, you may need to adjust the whole gearing system rather than relying on what has “always worked”. 

So how do you put this into practice? 

1. Pause and review your business strategy 
Make space to revisit what you want to achieve. Strategies evolve, and even if yours hasn’t changed, it’s still worth checking that you’re tracking in the right direction and haven’t unintentionally wandered off course. The earlier you identify a drift, the easier it is to correct. 

2. Reassess your structure and roles 
Are your current roles still fit for purpose? Do you need new skills? Is your team shape still helping you move towards your goals? A structure that worked two years ago might now be holding you back. 

3. Refresh your HR paperwork 
Your employment documents should be tailored, current, and reflective of how you actually operate. Compliance is the foundation—but alignment with your business goals is where the real value lies. 

4. Review your people processes 
Policies, performance systems, and communication processes should evolve with your business. Outdated tools waste time, frustrate staff, and create risk. Regular check-ins and feedback loops also ensure you’re hearing from your team and not missing crucial insights. 

Not sure where to start? 

If all of this feels like a lot to wrap your head around, start simple. Take our quick HR Health Check self-assessment to see where you’re currently sitting and which areas may need focus as you head into the new year. 

Because achieving business success through your people isn’t luck—it’s the result of intentional planning, clear direction, and ongoing maintenance.