Checklists Keep Your Team on Track

A checklist might sound boring or overly business-like, something meant for pilots, surgeons, or that one coworker who alphabetizes their spice rack. But a good checklist is a deceptively powerful tool. It keeps tasks organized, ensures nothing important slips through the cracks, and helps teams coordinate without confusion. Even better, it frees up your brain from juggling tiny details so you can focus on the bigger, more creative work.

I’d used checklists in my HR work to ensure processes were complete and I didn’t miss a step.  I didn’t fully appreciate this until I moved to Montana, a place where outdoor adventures like camping, hiking, and hunting are practically a way of life. On my first hunting trip with my husband, I watched him pull out not one but three highly detailed checklists. One for the dogs, one for hunting gear, and one for the cooking equipment. He moved down each list methodically, checking items as he packed. It was like watching a well-run expedition come together.

Me? I decided to wing it. I tossed random things into a bag, relying on optimism and vague memory. Predictably, I forgot essentials, packed all the wrong extras, and ended up lugging around a heavier bag filled with unnecessary items. Meanwhile, his packing system was incredibly effective. 

Checklists may not be glamorous, but they’re one of the simplest ways to make work run smoothly. In the world of organizational leadership, they ensure processes stay consistent, reduce unnecessary rework, and help teams stay aligned. And surprisingly, they create more space for creativity, problem-solving, and big-picture thinking because the basics are taken care of.

If you’ve never explored the power of checklists, start small. Try one for your next project, trip, or recurring process. You might be surprised by how something so simple can make everything else a whole lot easier.

A checklist is like the map you tuck into your pack before any great adventure, helping to keep you oriented, prepared, and confident about where you’re headed. Here’s an End-of-the-Year  Checklist to guide your next steps into the new year and make the journey smoother and more intentional.

End-of-Year HR Department Checklist

As the year comes to a close, HR departments should conduct a comprehensive review of policies, procedures, and data to ensure compliance, accuracy, and readiness for the upcoming year. This checklist provides a few key areas to review and tasks to complete before year-end.  As with any task, break it down into smaller tasks to avoid overwhelm. 

Payroll & Compensation

·         Confirm final payroll processing dates and deadlines.

·         Reconcile W-2 and 1099 data for accuracy before submission.

·         Check benefit deductions and contributions for accuracy.

·         Review overtime, PTO, and sick leave balances for carryover or payout policies.

Benefits Administration

·         Confirm open enrollment elections are processed and updated in HR systems.

·         Review and update ACA reporting data, if applicable (Forms 1094-C and 1095-C).

·         Ask your benefits broker if there’s any required reporting or disclosures to be sent to employees. 

Compliance & Reporting

·         Verify federal, state, and local labor law posters are current. 

·         Minimum wage may increase  on January 1, 2026, so update your wages if necessary. 

·         Prepare and file required year-end compliance reports.

·         Review employee classification (exempt/non-exempt, contractor/employee).

·         Confirm all I-9s are accurate and securely stored.

·         Update employee handbooks and policies for legal changes effective in the new year.

Learning & Development

·         Set new performance goals for the upcoming year.

·         Assess training needs and create the annual learning and development plan.

·         Review leadership and succession plans for key roles.

Employee Relations

·         Analyze turnover data and exit interview trends.

·         Update retention and engagement strategies based on findings.

Strategic Planning for the New Year

·         Review HR metrics and KPIs to evaluate annual performance.

·         Align HR goals with the organization’s strategic plan for the new year.

·         Update organizational charts and workforce plans.

Recordkeeping & Data Management

·         Purge outdated employee files in compliance with retention policies.

·         Ensure digital and physical records are properly organized and accessible.

·         Review data privacy and cybersecurity protocols.