Planning for 2026: Setting Your People Up for Success

As 2025 starts to draw to a close, many leadership teams are already shifting their focus to 2026: setting goals, shaping priorities, and defining what success will look like in the year ahead. But while business plans often centre around numbers, markets, and growth targets, the most successful organisations know that their people strategy needs to evolve in parallel.

At Ambition HR, we work with businesses that recognise that performance, culture, and engagement don’t just happen; they’re planned, led, and communicated with intent. So, if you’re starting to think about 2026, here are a few practical questions to ask yourself before you roll out your plans.

1. What are you trying to achieve, and why?

Every change needs a clear purpose. Whether you’re restructuring a team, introducing new technology, or refining your operating model, be specific about what success looks like. Ask:

• What business challenge are we solving?

• What will success look like in 12 months’ time?

• How will we measure it?

Clarity here will help align your people behind your goals and give them confidence that there’s a plan, not just a change for change’s sake.

2. Who will be impacted, and how?

Every strategic shift affects people differently. Identify the teams and individuals who will feel the biggest impact and think about what they’ll need to navigate it successfully. Consider:

• Will roles, responsibilities, or reporting lines change?

• What skills or support will people need to succeed?

• How will you maintain morale and momentum throughout the transition?

Leaders who take time to anticipate these ripple effects tend to implement change more smoothly (with fewer surprises along the way!)

3. How will you communicate and engage?

The best plans can falter if communication is unclear. Take time to plan how you’ll share your vision with the organisation: not just the what and how, but the why.

When people understand the direction of travel, they’re far more likely to get on board and take ownership. Create space for questions, invite ideas, and make communication a two-way process, not a one-off announcement.

4. Do you have the right people in the right roles?

Looking ahead to 2026 is also a great time to reflect on capability and capacity. Do you have the right structure, skills, and leadership to deliver on your ambitions? A well-thought-out people plan can help you identify gaps, succession opportunities, and future talent needs, before they become barriers to growth.

5. Don’t plan in isolation

Even if you’ve got a strong management team to bounce ideas off, sometimes an external perspective can help you see things differently, especially from a people and culture point of view.

That’s where our HR Help Hour comes in. It’s a focused, one-hour session designed to give you expert, strategic HR advice on whatever’s keeping you up at night - whether that’s planning for change, shaping your team, or aligning your people plan with your business goals.

Throughout November, we’re offering 50% off when you book online and use the code BLACKFRIDAY50.

Start 2026 with confidence, and make your people plan your competitive edge. Book your HR Help Hour today at www.ambitionhr.co.uk/black-friday-2025