The fourth quarter in the billboard business has a rhythm: sales chases year-end budgets, operations races weather and daylight, and leadership plans next year’s numbers. The people side often falls off the list just when it matters most.

The last ninety days of the year often determine whether small people problems are resolved or carried into January. A frustrated employee decides whether to stay, a manager runs out of time for a hard conversation, and an outdated handbook creates risk when questions arise.

This does not always require a large HR department. It requires a leader willing to block out a few hours, ask the right questions, and assign clear follow-up.

Here is the one I use with clients.

Q4 People Checklist

☐ Talk to your top performers before year-end. Skip the formal review and ask what is working, what is wearing on them, and what would improve next year. Don’t wait for a resignation.

☐ Close out performance conversations. Anyone underperforming should understand the concern, the expected standard, and the next step before year-end. Review-time surprises usually mean feedback was delayed or unclear.

☐ Decide how raises will be handled before numbers are set. Tie increases to contribution, explain the reasoning, and prepare managers to discuss it. Uniform raises can demotivate the people you most want to keep.  See my previous article about peanut butter raises.

☐ Review your handbook, job descriptions, and updated employment laws in your state. Laws and roles change. Confirm that pay practices, leave policies, and safety procedures match how you operate. Fun fact:  The federal minimum wage for exempt employees is $35,568 per year but certain states have different requirements.  For example, in Washington an employee must make $80,168.40 per year to be considered exempt (not paid by the hour).

☐ Check compliance basics. Review workplace postings, I-9 files, required harassment training, and state or local law changes effective January 1. Verify what applies to your workforce and locations.  Fun fact: Some states require completion of the OSHA 300, regardless of being in an “exempt” industry.

☐ Settle PTO and holiday coverage now. Decide how unused time will be handled, communicate blackout dates, and confirm coverage for essential responsibilities before December becomes a scramble.  Fun fact: Having an employee handbook makes this much easier, set policies and follow them… and make sure everyone has seen and reviewed the handbook.

☐ Plan next year’s development. Identify who is ready for more responsibility and who needs training. Put it on the calendar now.

☐ Ask each manager: “Who on your team are you worried about losing?” The answers show where to focus in January.

Most items take less than an hour. Together, they show that the people who run the business are not a year-end afterthought.

Billboard companies with fewer January surprises usually made time in Q4 to address concerns, clarify expectations, and plan ahead.

Choose three checklist items, assign an owner and deadline, and review progress before Thanksgiving. That small commitment can keep avoidable people problems out of January.