Signs Your HR & People Strategy Might Need a Refresh

If your people strategy mostly lives in Slack threads, spreadsheets, or someone’s head… you’re not alone.

Many growing teams reach a point where things technically “work,” but everything feels harder than it should. Hiring drags. Performance issues linger. Leaders feel friction. Employees seem disengaged. And there’s a quiet worry in the background that something important is being missed.

Here are some common signs it might be time to step back and review your HR & people strategy.

1. No one is clearly responsible for HR & people work

HR tasks are split across leadership, operations, finance, and whoever has the bandwidth that week. Important things get done, but nothing is truly owned, and long-term planning falls through the cracks.

2. Your people data lives everywhere

Employee information lives in payroll, benefits portals, spreadsheets, inboxes, and random folders. Reporting is hard, decisions are made without clear data, and simple questions take way too long to answer.

3. Processes live in people’s heads

Onboarding, performance conversations, time off approvals, and offboarding all depend on “how we’ve always done it.” This creates inconsistency, risk, and frustration for both leaders and employees.

4. You’re not confident your policies are compliant

You have a handbook, but you’re not sure it reflects current laws, remote work realities, or how your team actually operates. There’s a lingering fear that something is outdated or missing.

5. Engagement feels low (or inconsistent)

Some employees are thriving while others seem checked out. Feedback is vague, pulse surveys aren’t happening, or leadership has a gut feeling that morale is slipping but no clear data to confirm it.

6. Performance issues linger too long

Underperformance is noticed, but not addressed clearly or consistently. Managers avoid tough conversations, expectations aren’t documented, and issues quietly compound over time.

7. Hiring takes longer than it should

Roles sit open for months. Interview processes feel messy. New hires accept offers but take far too long to get up to speed once they start.

8. You’re unsure if your benefits are competitive

You want to offer great benefits, but don’t know how your offerings compare to similar companies or whether your investment is actually supporting retention and engagement.

9. There’s no clear offboarding process

When someone leaves, knowledge walks out the door with them. Exit feedback is inconsistent, compliance steps are rushed, and the experience feels reactive instead of thoughtful.

10. Things feel “off,” but you can’t quite name why

There’s tension. Communication feels strained. Leadership alignment is shaky. You know something needs attention, but you don’t know where to start.

A clearer way forward

This is exactly where a People & HR Strategy Snapshot can help.

In a focused 30-day engagement, I take a holistic look at your people practices and deliver a clear, prioritized roadmap outlining what’s working, what needs attention, and what to tackle next.

It’s not about doing everything at once; it’s about knowing where to focus. Reach out for a free call to see if this snapshot is a good next step for you and your team!