9 Strategic HR Moves to Make This Summer

• July 15, 2025

By Paige McAllister

For many businesses, the summer months are often a slower time operationally, which can allow management to proactively focus on other critical aspects of running a successful business, such as strategic HR moves.

Most companies have been impacted by changes in the economy, labor market and legal regulations, as well as variations in their internal structure and operational demands. While each year brings fluctuations, successful businesses take the time to reflect and reevaluate along the way. 

Dedicating time to address HR and operational challenges during these quieter months of summer can have a significant impact for the rest of the year. Here are nine things to consider this summer:

1) Review your year-to-date progress. If you made your 2025 plans six months ago, it’s likely that things have changed, including new challenges, different personnel, increased expenditures and evolving priorities. Take the time to honestly evaluate where you are and where you need to be—what has been accomplished or should be adjusted, delayed or cancelled—and how that impacts everything and everyone else.

Look not only at your own goals but those of the company, your department and your employees to ensure everyone is moving in the right direction to finish the year strong. Consider achievements, budget, goals and key metrics at the company, department, team and individual levels and adjust your strategies and plans as needed to stay on track.

2) Conduct mid-year check-ins with employees. Just like you should be taking the time to see where you are, you should expect your employees to do the same. Are they on track with their professional and personal goals? Are they ahead of target and need to focus on another goal? Do their aspirations still align with the organization? Are they happy? Do they have concerns?

Take the time to talk with them and plan what is needed to advance your key employees, resolve any problems and retain a cohesive team. 

3) Assess your employment strategy. Discuss your workforce needs and how they may change due to fluctuations in operations or sales, employee personal needs, budgetary restrictions or regulatory requirements. Now is a great time to review your workforce and proactively plan for the rest of the year.

Do you have the correct number of employees? Are any employees expected to leave your workforce either permanently or temporarily? Are your recruiting methods, starting salary, benefits and hiring process attracting the right candidates?

4) Review your handbook, policies and procedures. Changing regulations and best practices often necessitate updates to your policies and procedures. Now is a good time to review and update your handbook to ensure it is compliant with current regulations and any that will take effect in the future. Assess what regulatory changes may require updating your procedures, forms or documents, or notifying employees either directly or through updated posters and notices. 

5) Review employee files, especially I-9s. A regular review of employee files can ensure compliance with regulations, as well as ensure you have complete files on every employee. With the recent urgency for Form I-9 compliance, it is a great time to do an internal audit of those forms and related procedures, even if you do not have time to review the entirety of your employee files.  

6) Provide employees with updates on their paid time off (PTO). Remind employees of how much PTO they have used so far and have to use for the remainder of the year, as well as what will happen if they do not use all of their PTO by the end of the benefit year—whether it’s carried over, paid out or lost. Recommend they submit PTO requests as soon as possible, especially for time off around holidays or for known medical procedures. This will help you better plan for upcoming workforce fluctuations.

7) Plan for upcoming major HR initiatives scheduled for later in the year. Take time now to start preparing for the big projects you know are coming to save time and stress at the deadline. For example, start working on open enrollment documents, review employee compensation to begin planning for raises and bonuses, or, even better, conduct a market analysis and pay review so you know you are where you want and need to be to compete in today’s labor market. Consider introducing a total rewards statement into your year-end process, which will be easier if you start planning now.  

8) Allow employees some flexibility to refocus for the upcoming year and challenges. While it’s not a permanent fix to deeper burnout-inducing problems and not possible in every organization, consider offering your employees some flexibility or relaxation during the summer. Consider flexible scheduling options, such as four-day workweeks, shorter workdays on Mondays or Fridays, or an alternating schedule between remote and in-office workdays.

Relax the dress code to allow jeans, capris or dress shorts with nice sneakers or dress sandals. Plan fun days such as potlucks, picnics, outings, community service or family days. Using this time to build goodwill with your employees can pay big dividends for the busier times to come.

9) Take advantage of some “me time” to recharge. On an individual level, use some of this quieter time to focus on you. Take time off, in either whole or partial days. Plan time with family and friends, or do something you enjoy. Look for professional development opportunities to further your knowledge and recharge your passion for your work.

Paige McAllister is vice president, HR compliance, The Workplace Advisors. The Workplace Advisors is the endorsed HR partner of Big “I” Hires, the Independent Insurance Agents of Virginia, Big I New York, and Big I New Jersey. 

The Workplace Advisors offers a wide range of HR support services, including updating handbooks, auditing I-9s and planning compensation strategies.