3 Things to Stop Doing With Your Team in 2026

As we kick off 2026, it’s the perfect time to reflect back on last year and look at what worked, what didn’t and where we can make meaningful changes in how we lead our teams.

This post is part one of a three-part series designed to help you get clear on what to stop, start and keep doing with your team this year.

Today, we're looking at what to stop, and if you take even one of these seriously, you’ll set yourself up for a more productive, drama-free year ahead.

Let’s dive in.

Stop #1: Winging It With Your HR

Look, I get it. HR can feel boring, expensive, or just like something you can "sort out later." And with tools like AI making things faster and easier, it’s tempting to let ChatGPT or a clever system fill the gaps.

But here’s the truth: winging it is no longer good enough.

Relying on AI for critical HR decisions can be risky. It’s not always accurate, and when it "hallucinates" (yes, that’s an actual term in the AI world), it can give you wildly incorrect advice.

That might be fine when you’re writing content, but when it comes to compliance, performance issues or protecting your business? That’s dangerous.

Even outside of AI, too many small business owners are still running people processes without any structure. No proper policies. No contracts or up-to-date documentation. Making it up as they go.

In 2026, stop winging it. Create structure. Get your HR systems sorted. Have the documents in place that will protect you when something goes wrong (because at some point, it will). Don’t just set your business up for the best-case scenario, protect it for the worst-case one.

Stop #2: Doing Your Team’s Thinking For Them

This one hits home for a lot of us. Especially if you're someone who moves fast, sees solutions quickly, and finds it easier to just "do the thing."

But here’s the problem. Every time you do the thinking for your team, when you solve problems they could solve, when you jump in before they try, when you carry the mental load, you’re teaching them to be dependent on you.

They stop thinking. They stop problem-solving. And you stay stuck in the weeds.

You can’t expect to build a high-performing, self-sufficient team if you’re not letting them rise. You have to create space. Let them make mistakes. Encourage them to figure things out. This is what helps people grow. And it’s what gets you out of being the bottleneck.

In 2026, step back. Let go. Stop doing your team’s thinking for them and start holding space for them to step up.

Stop #3: Tolerating (or Worse, Rewarding) Mediocrity

This one is huge. Too many businesses are quietly allowing average performance to slide by. And when you do that, you send a powerful message: this is acceptable.

You might think, “it’s not bad enough to deal with,” or, “I don’t want to rock the boat.” But here's the reality: mediocrity is contagious. If you let one person get away with it, your A-players will notice. And eventually, they’ll leave.

Top performers don’t like working with people who coast. They want to be part of a high-performing team. So when you tolerate poor or average performance, you risk losing your best people.

And worse still? Some business owners are accidentally rewarding mediocrity. They give more hours, extra flexibility, or keep people in roles they shouldn’t be in because it’s easier than addressing the real issue.

In 2026, that has to stop. Set the standard. Hold the line. Your business will be better for it.

Bonus Tip: Stop Assuming Your Team Know How to Use AI

As AI becomes more embedded in everyday tools, don’t assume your team knows how to use it well, or responsibly.

Some team members are using it without telling you. Others might be using it in ways that aren’t aligned with your business values or compliance obligations. And many simply don’t know what good use looks like.

Make no assumptions. If you want your team to use AI, teach them how. Set the guidelines. Get clear on what’s okay and what’s not.

Because how your team uses AI can either accelerate your success or quietly create chaos.

Wrapping Up

As you can see, a few small shifts can make a big difference. And as you plan for 2026, clearing out these habits will create space for better leadership, stronger performance, and a far less stressful year.

Next week, we’ll look at what you should keep doing. But for now? Let this be the nudge to let go of what’s no longer serving you.

An Invitation
If you’d like to connect with other business owners, leaders and managers, I’d love for you to join us inside our free Facebook Group where you can connect with other like minded business owners, leaders and managers to discuss all things HR: https://www.facebook.com/groups/hrsupportaustralia