Seven Strategies for People Operations Success in 2025

by Jane Long, Head of People / Fractional CHRO at RTA Consulting

As a small business owner or founder, you’re likely kicking off the new year with ambitious goals and a focus on business planning. While you’re refining your financial strategy, setting sales targets, and mapping out growth milestones, don’t forget one of the most critical pieces of the puzzle: your people.

Your team is the engine that drives your business forward. Neglecting your People Operations planning can lead to missed opportunities, disengaged employees, and costly compliance missteps. A strong People Ops strategy supports your business goals and ensures your team is set up for success in 2025 and beyond.

From workforce planning to employee engagement and policy alignment, here’s what to prioritize this year to keep your team—and your business—on track.

1. Build Your People Ops Roadmap

A People Ops roadmap provides a clear framework for tackling your team’s needs strategically over the year.

• Set Priorities: Identify key goals, such as scaling your team, improving retention, or managing costs.
• Break Down Initiatives: Align projects—like hiring, benefits updates, or engagement surveys—with timelines that make sense for your business.
• Track Progress: Regularly review and adjust your roadmap to stay agile and focused as priorities shift.

Once your roadmap is in place, use it to guide your efforts in the areas below.

2. Strategic Workforce Planning: Recruit, Collaborate, or Develop

Your team is the foundation of your success. The start of the year is the perfect time to assess whether you have the right people in the right roles—and to determine how to address any current or future gaps in your workforce.

• Recruit: Identify critical roles where hiring full-time employees will bring in the expertise you need.
• Collaborate: For short-term projects, fluctuating demand, or roles that don’t require full-time support, partner with contractors, consultants, or fractional hires to bring in expertise as needed.
• Develop: Invest in your current team with upskilling, reskilling, or leadership development to fill skill gaps and build loyalty.

Balancing these strategies ensures you’re building a workforce that’s aligned with your business goals and adaptable to your budget and operational needs.

3. Design and Launch an Engagement Survey

Understanding what matters most to your employees is critical to creating an environment in which they thrive.

• Identify Areas of Impact: Use surveys to gather input on key topics such as benefits, promotions, compensation, flexibility, and professional growth.
• Turn Feedback Into Action: Analyze results to determine where you can make meaningful changes that improve employee experience and engagement.
• Close the Loop: Share survey findings with your team and communicate how their input is shaping your 2025 initiatives.

An engagement survey is more than a listening exercise—it’s a tool to guide impactful decisions.

4. Plan for Benefits Updates and Rising Costs

Benefits are a cornerstone of employee satisfaction, but consistently rising costs require careful planning.

• Evaluate Benefits Plans: Benchmark your offerings to ensure they remain competitive and relevant to your team’s needs. Your engagement survey results should help here.
• Explore Cost-Effective Alternatives: Options such as Health Reimbursement Arrangements (HRAs) offer flexibility while managing expenses.
• Communicate Clearly: Inform employees about updates or changes, ensuring they understand the full value of their benefits package.

Proper benefits planning manages costs and strengthens your position as an employer of choice.

5. Evaluate Performance Management

Effective performance management ensures employees get the feedback and support they need to succeed.

• Define Your Approach: Decide how you’ll measure performance. Is what you’ve been doing working? Will you use formal reviews, objectives and key results (OKRs), ongoing check-ins, or a mix??
• Ensure Feedback Flows: Train managers to provide regular, actionable feedback that helps employees grow and aligns with company goals.
• Link to Development: Use performance insights to identify areas for professional growth, promotions, or changes in responsibilities.

Strong performance management fosters a culture of accountability and continuous improvement.

6. Optimize Budget and Incentives

Financial planning ensures your People Ops strategy is sustainable and aligned with business goals.

• Forecast Costs: Anticipate increases in payroll, benefits, and other people related expenses.
• Stay Competitive: Align compensation, bonuses, and incentives with market benchmarks to attract and retain top talent.
• Review Vendors: Renegotiate contracts or explore cost-saving options without compromising on quality.

Strategic budgeting ensures your investments in people deliver measurable returns for your business.

7. Don’t Overlook Policy and Compliance Updates

Policy and compliance updates might not seem urgent, but mistakes in these areas can be costly.

• Update Policies: Ensure employee handbooks reflect current laws, especially for remote or multi-state teams.
• Audit Compliance Processes: Verify that your practices align with local, state, and federal regulations to avoid fines or legal challenges.
• Communicate Changes: Regularly share updates with employees so they know what’s expected and feel supported.

Staying on top of these updates protects your business and builds trust with your team.

A strong People Operations strategy isn’t just about planning—it’s about execution. Your people are the driving force behind achieving your business goals. The roadmap you create and execute will shape how effectively your team supports key objectives, from scaling operations to hitting ambitious growth milestones. By addressing areas like workforce planning, engagement, and compliance with intention, you’ll set your business and your employees up for success in 2025.

If you need support, RTA’s HR Services is here to help you design and execute your People Ops roadmap. Whether it’s building the framework, crafting impactful engagement initiatives, or aligning policies with your business goals, we’re here to turn your priorities into actionable results. Let’s work together to make 2025 the year your people—and your business—thrive. Contact us today to get started.?