Reflect, Reset, Reimagine: Your EOFY HR Checklist for a Stronger New Financial Year

The end of the financial year can feel like a whirlwind of BAS statements, reconciliations, and tax planning. But it also presents a rare opportunity: a natural pause to reflect on your team, your culture, and your confidence as a leader. Instead of powering through on autopilot, take a moment to ask: Are our people practices supporting or slowing down our growth?

The steps below will walk you through the key questions and actions to take at EOFY so you can enter the new financial year with clarity, confidence, and a plan.

1. Reflect: What’s working—and what’s not? 

Use this moment to honestly evaluate your HR and people practices over the past 12 months. Ask yourself:

• Did we set specific people goals? If yes, did we achieve them?

• What feedback have we received from the team, and how did we respond?

• Were there any recurring people challenges or compliance concerns?

• How confident did I feel navigating performance, culture, and compliance?

Tip: Reflection is powerful—but only if it’s honest. Take stock without judgement so you can move forward with clarity.

2. Reset: EOFY HR housekeeping to complete 

Before setting new intentions, make sure your foundations are in order:

• Ensure all employee files are current and complete

• Finalise and issue any outstanding contracts or policy updates

• Check payroll compliance (STP reporting, award updates, superannuation obligations)

• Review and file performance reviews or development plans

• Assess leave balances and entitlements

• Confirm WHS obligations are up to date

This is your chance to close out the year with clean, compliant records.

3. Reimagine: What does a healthy people strategy look like for the year ahead? 

Think big picture. Consider:

• What’s the one people-related goal that would make the biggest difference this year?

• Are our HR systems actually working? Are they scalable and sustainable?

• How will we support leadership growth internally?

• Are we intentionally shaping culture, or letting it evolve on its own?

• How engaged is our team right now, and what would increase that engagement?

This is your chance to reimagine how HR can fuel your business goals.

4. Set People-First Goals for the New Financial Year 

Many small business owners find people goal-setting tricky—so here are some simple, clear examples across three key areas:

Culture & Engagement:

• Introduce monthly team check-ins or feedback rituals

• Create a values recognition system (e.g., weekly shoutouts)

• Run a simple team survey to understand engagement levels

   

Compliance & Confidence:

• Review and refresh all employment contracts and policies

• Book HR training for managers on performance conversations

• Set up a regular compliance review schedule (quarterly)

   

Growth & Capability:

• Map out role clarity and growth paths for each team member

• Identify 1-2 internal leaders to develop with mentorship or training

• Create a learning budget and plan for team development

Start small. Progress, not perfection, builds momentum.

5. Grounded Next Steps: Let’s build your plan together 

HR doesn’t have to be overwhelming, and you don’t have to do it alone. If you’re ready to set meaningful, actionable people goals for the new financial year, let’s do it together.

Book a HR Strategy Consultation to map out your priorities and build a people plan that aligns with your growth.

This EOFY, give yourself the gift of clarity. Let’s get your people foundations sorted so you can lead with confidence into the year ahead.