LYNN HR Consulting

Let’s get real: employees don’t leave jobs just because of pay. They leave because they don’t feel valued, recognized, or seen. And small businesses, with their tight budgets, often worry that appreciation has to cost a fortune. Spoiler alert: it doesn’t. In fact, thoughtful, low-cost recognition often makes the biggest impact. It’s personal, timely, and genuine — the kind of acknowledgment that makes someone feel like more than just a cog in the machine.

The new year brings a lot of pressure — new goals, new expectations, new promises to “get it together,” both personally and professionally. But if there’s one thing small business owners don’t need more of, it’s unrealistic HR expectations that create overwhelm instead of clarity. Enter: your 2026 People Strategy, built on five HR resolutions you can actually keep.

As the year comes to a close, it’s natural to reflect on what worked and what needs attention. In HR, that reflection is more than just a list — it’s your roadmap for success in 2026.

It’s that time of year again: Clean Your Desk Day. But before you reach for the vacuum or the post-it notes, consider this: if your desk needs a reset, your HR policies, documents, and systems probably do too.

Resetting expectations can feel… tricky. You want your team to understand what’s expected of them, hit goals, and improve performance. But you also want to avoid sounding like a drill sergeant handing out marching orders. Good news: it’s possible. With the right approach, you can reset expectations in a way that’s clear, motivating, and even builds trust — not fear.

Spring is almost here — and for small businesses, that means one thing: the recruiting surge. People are thinking about career changes, new opportunities, and growth. If your hiring pipeline isn’t ready, you risk scrambling for talent, missing deadlines, or losing top candidates to competitors.