The HR Practice Limited

What should happen in a good probation review? A probation review should be more than a quick “all going fine?” conversation. A good review gives both the manager and the employee a clear opportunity to talk about how things are going, what is working well and where more support or improvement may be needed. It should cover things like: → Performance against the role and expectations → What has gone well so far → Any concerns or areas for improvement → Training or support that may be needed → Feedback from both sides → Clear next steps and timescales The important part is that the conversation is honest, documented and not left until the very end of the probation period. If there are concerns, they should be raised early enough for the employee to understand what needs to change and have a fair opportunity to improve. In our latest video, one of The HR Practice team talks through what a good probation review should look like and why regular check ins can make the process much more effective. If you are reviewing your probation process or want support making sure your managers are handling reviews consistently, speak to The HR Practice. thehrpractice.co.uk/services… #Probation #PeopleManagement #HRSupport

Thinking about growing your team? Before you recruit your next employee, it might be worth asking whether your HR foundations are ready. I often speak to business owners who are focused on sales, operations and growth plans, but haven't looked at their contracts, policies or HR processes in years. The reality is that good HR isn't just about compliance. It's about creating consistency, protecting your business and giving your managers the confidence to deal with people issues properly. Our HR Audit takes a deep dive into your existing documentation and processes, providing: ✔ A full review of contracts, policies and procedures ✔ A gap analysis showing areas of risk ✔ A clear and prioritised action plan ✔ Practical recommendations that work for your business It's one of the best investments a business can make before entering its next phase of growth. If I reviewed your HR tomorrow, what would I find? #BusinessGrowth #HRAudit #Leadership #SMEBusiness #PeopleStrategy #TheHRPractice

Your best employee isn’t automatically your best manager. It is a common route into management - someone is reliable, experienced, technically strong and consistently performs well, so the next step is to give them responsibility for a team. The difficulty is that managing people requires a completely different set of skills. Suddenly they are expected to give feedback, deal with underperformance, handle conflict, manage absence, have difficult conversations and make decisions that affect other people, often without ever having been taught how to do any of it. That does not mean they were the wrong person to promote. It means they need support to become as confident in management as they were in their previous role. Good managers are developed, not simply appointed. If you have managers who have grown into their roles without much formal people management training, The HR Practice can help build their confidence and capability. thehrpractice.co.uk/services… #ManagementTraining #PeopleManagement #HRSupport

If an employee isn’t performing during probation, what are the options? Probation should not be treated as a date in the diary that you only think about at the end. Regular review meetings give managers the chance to look at performance, behaviour and conduct, give clear feedback and make sure the employee has a fair opportunity to improve. Just as importantly, those conversations should be documented.  If things are not improving, there may be an option to extend the probation period for a short time. If performance or behaviour is still not where it needs to be, ending the probation may also need to be considered.  The key is not to leave concerns until the final week. Got someone in probation and unsure what your next step should be? Speak to The HR Practice before making a decision. #Probation #PeopleManagement #HRSupport

Greek mythology, The Golden Girls and 12+ years of HR experience - meet Laura Stevenson! Laura is an HR Consultant with The HR Practice, bringing more than 12 years of experience across a wide range of sectors. She has worked closely with business leaders on everything from organisational change and employee engagement to talent development, HR strategy and union relationships. Laura is also a certified Workplace Mediator and Mental Health First Aider, with a real focus on helping businesses create workplaces where people and performance can work well together. However, more interestingly - away from HR, there is quite a bit more to know about Laura. → She absolutely loves reading, mainly fiction, and has been running a book group for the last six years. → She has kissed the famous Blarney Stone in Ireland and now likes to believe she has the gift of the gab. → She is a self-confessed geek when it comes to Greek mythology. → Her guilty pleasure is The Golden Girls! She watches an episode most days and considers herself something of an expert. → She loves travelling and has visited some incredible places, although the Highlands of Scotland still come out on top. Laura brings a huge amount of HR knowledge to the team, but also warmth, humour and plenty of conversation, which fits The HR Practice perfectly. Give Laura a hello in the comments, and feel free to test her Golden Girls knowledge while you're there! #MeetTheTeam #HRSupport #TeamHRP

The HR question is no longer whether people will use AI. It is where we draw the line. AI can already help with research, drafting, summarising and some of the routine administration that takes up valuable time. Used well, that creates a real opportunity for businesses and HR teams. The more interesting question is what happens when we move from generating information to making decisions about people. Context matters. Previous conversations matter. Organisational culture matters. Consistency matters. Risk matters. Most importantly, the individual involved matters. There is another issue businesses need to consider too. UK Government research found that 41% of businesses handling digitised data were already using AI technologies in 2025 to 2026, yet only 17% of AI users reported having any formal or informal AI policy or guidance. Technology is moving quickly. Governance, management capability and workplace conversations need to keep pace. If your organisation is reviewing how AI fits into its people practices, policies or management processes, speak to The HR Practice. thehrpractice.co.uk/services… #HRSupport #ArtificialIntelligence #PeopleManagement

This World Menopause Day, there is another reason for employers to think about how they support people experiencing menopause in the workplace. From spring 2027, subject to secondary legislation, employers with 250 or more workers will be required to publish an action plan setting out steps they are taking to address their gender pay gap and support employees experiencing menopause. For smaller employers, the reporting requirement may not apply, but it is still worth asking whether your managers, policies and working practices provide the right support. Menopause can affect people very differently, so good workplace support is about listening, having informed conversations and considering appropriate adjustments where needed. If you are reviewing your people policies or would like advice on supporting employees experiencing menopause, speak to The HR Practice. thehrpractice.co.uk/contact #WorldMenopauseDay #MenopauseAtWork #HRSupport

Underperformance rarely affects just one person. It can start with missed targets, mistakes or work not being completed to the expected standard, but the impact often spreads much further across the business. → Colleagues pick up extra work → Managers spend more time checking, correcting and following up → Morale can start to drop → Customers may notice inconsistencies → Standards can gradually slip One of the biggest mistakes managers can make is hoping the issue will resolve itself. Sometimes people need support, clearer expectations or better training. Sometimes a more formal process is needed. Either way, avoiding the conversation usually makes the situation harder to manage later. If your managers are not confident having those conversations, The HR Practice can support with practical manager training and HR advice. Find out more about our HR consultancy services here: thehrpractice.co.uk/services… #PeopleManagement #HRSupport #ManagementTraining

What's the most expensive problem in HR? Usually the one you didn't know existed. Over the years we’ve seen businesses invest thousands in recruitment, training and growth but haven't reviewed their contracts or policies for years. The challenge is that employment law doesn't stand still. What was compliant three years ago is unlikely to be compliant today. That's exactly why our HR Audit is so valuable. ✅ We review every policy ✅ We review every employment contract ✅ We review your people processes ✅ We identify any compliance risks Then we provide a detailed gap analysis and practical recommendations to close those gaps. Prevention is always cheaper, and less stressful, than dealing with a problem after it happens. Could your HR documentation stand up to scrutiny if an issue arose tomorrow? #HRSupport #BusinessRisk #PeopleManagement #EmploymentLaw #HRConsultancy

Underperformance rarely affects just one person. It can start with missed targets, mistakes or work not being completed to the expected standard, but the impact often spreads much further across the business. → Colleagues pick up extra work → Managers spend more time checking, correcting and following up → Morale can start to drop → Customers may notice inconsistencies → Standards can gradually slip One of the biggest mistakes managers can make is hoping the issue will resolve itself. Sometimes people need support, clearer expectations or better training. Sometimes a more formal process is needed. Either way, avoiding the conversation usually makes the situation harder to manage later. If your managers are not confident having those conversations, The HR Practice can support with practical manager training and HR advice. Find out more about our HR consultancy services here: thehrpractice.co.uk/services… #PeopleManagement #HRSupport #ManagementTraining

Employment law is changing, but the biggest risk for employers is not the legislation itself. It is being unprepared for what those changes mean in practice. In our latest LinkedIn Live, Fiona McKee talked through some of the key employment rights changes employers need to be aware of, including sexual harassment prevention, third party harassment, trade union information and the changes to unfair dismissal. The conversation raised some important practical questions too. → Would your managers know what to do if an employee raised a harassment concern tomorrow? → Are your probation reviews actually happening? → Have you looked at where third party harassment could be a risk within your business? → Do your policies reflect what is changing? We have pulled the key points from the Live together in our latest blog, with practical steps employers can start taking now. You can also watch the full conversation with Fiona within the blog. Read the blog here: thehrpractice.co.uk/blog/46-… If any of the changes leave you wondering what your business needs to do next, speak to Fiona and the team at The HR Practice. #EmploymentLaw #HRSupport #PeopleManagement

Selling a business is often discussed in terms of valuation, due diligence and the numbers, but there is another important part of the process that can easily be overlooked: the people. Fiona McKee recently spoke with the Business Partnership team about the role HR plays during a business sale and why communication matters so much when employees are facing uncertainty. Keeping people informed, addressing concerns openly and having honest conversations can make a significant difference to how a team experiences change. It can also help business owners manage the transition more smoothly and reduce some of the people related risks that can arise during the process. Fiona also discussed the importance of having HR processes in good order before a sale, so that when the time comes, the business is in a stronger position from both a people and operational perspective. If selling your business is part of your future plans, it is worth asking whether your people processes are as prepared as your financials. You can read the full article here: business-partnership.com/ins… If you are planning for change and want support getting your HR processes in order, speak to The HR Practice #HRSupport #BusinessSale #PeopleManagement

Most grievances do not appear out of nowhere. Quite often, there were signs beforehand. A frustration that was never raised. A manager who knew there was an issue but hoped it would settle. A conversation that kept getting pushed to next week. That is why regular catch ups matter. They give people space to raise concerns early, before frustration builds into something much bigger. A few simple things can make a real difference: → Hold regular one-to-ones and check-ins → Address concerns when you first spot them → Follow your own policies and processes → Make sure managers know how to handle issues properly → Keep communication clear and consistent Sometimes a five minute conversation can prevent a much larger grievance later. In this video, Fiona shares why early conversations and confident managers are such an important part of good people management. If you are dealing with a grievance, or can see one starting to develop, speak to The HR Practice early and we can help you work through the right next steps. #EmployeeRelations #PeopleManagement #HRSupport

One person calling in sick can leave a small retail team scrambling to cover a shift. When short notice absence starts happening repeatedly, it is easy for frustration to take over. But absence needs to be managed carefully. Return to work conversations help you understand what is happening, identify patterns and find out whether there is support the employee may need. What you should not do is jump straight from "they're off again" to disciplinary action without considering the circumstances. There may be medical, disability or other protected issues involved. Top tip: A consistent return to work form is one of the simplest tools a retail manager can introduce. If repeated absence is affecting your team and you are unsure how to approach it fairly, get advice early. #RetailManagement #HRAdvice #PeopleProblems

Redundancy should never start with: “We’ve decided your role is redundant.” The real work starts before that conversation. You need to be clear on the business reason, who may be affected, what alternatives have been considered and how consultation will work. Rushing the process can create unnecessary risk for both the business and the employee. Swipe through for some of the key things employers should think about before taking action. Considering redundancies? Speak to the HR Practice before you start the process. #Redundancy #HRSupport #PeopleManagement

Avoiding a difficult conversation can feel easier in the moment. In HR, the issue rarely disappears just because nobody talks about it. A performance concern gets left for a few weeks. Someone else starts picking up the slack. Frustration builds. The manager gets more irritated, while the employee may have no idea there is even a problem. Then, when the business finally decides it needs to act, one very fair question can come back: "Why has nobody told me this before?" That is exactly why early conversations matter. They do not need to be confrontational. Sometimes it is simply about saying: "I have noticed this. I want to understand what is happening and we need to agree what happens next." That gives everyone a chance to understand the situation, put support in place where needed and agree clear next steps. It is particularly important during probation, where silence can easily look like acceptance that everything is going well. With changes to unfair dismissal rights coming in January 2027, good probation management and early conversations are going to matter even more. Our latest blog looks at The Cost of Avoiding Difficult Conversations, why managers put them off, and what can happen when everyday people issues are left to grow. Read the full article here: tinyurl.com/48bhf5ze #HRSupport #PeopleManagement #EmploymentLaw

One of the hardest things about HR is knowing what you do not know. You can have contracts in place, policies in place and managers doing their best and still have gaps you have not spotted yet. The opposite can also be true. Businesses sometimes assume they need a complete overhaul when actually the right answer is much simpler. That is where an HR audit helps. It gives you an independent view of your current HR set up and helps answer some very useful questions: → What is working? → What is missing? → What is outdated? → What needs attention first? → What can wait? → Are we overcomplicating anything? You do not need to know the answer before you book. That is the whole point. If you are unsure what your business needs from HR, start with an audit. The HR Practice can help you work out what matters first. #HRAudit #HRSupport #BusinessGrowth

When was the last time you looked at your employment contracts and HR policies? One of the first things we recommend when we start working with a new client is an HR Audit. Why? Because most businesses are so busy running their business that HR documentation gets pushed down the priority list. Our HR Audit reviews every contract, policy and process. We identify what's working well, where the gaps are and what needs updated to reflect current legislation and best practice. Most importantly, we don't just hand you a report and disappear. You'll get a clear gap analysis and a practical action plan so you know exactly what needs done and in what order. The result? Less risk, more confidence and a stronger foundation for your business. When was the last time your HR had a proper health check? #HRAudit #HRCompliance #SMEBusiness #EmploymentLaw #PeopleManagement

We’re live today! If you employ people, tomorrow’s Employment Rights webinar will help you get clear on some of the important changes employers need to prepare for. We’ll be discussing: ➡️ Sexual harassment prevention ➡️ Third-party harassment ➡️ Trade union rights and information ➡️ Unfair dismissal changes coming in January 2027 This is a practical 30-minute session designed to help you understand what the changes could mean for your business and what you should be thinking about now. Today, Thursday 17th September 2pm - 2.30pm LIVE on LinkedIn! There’s still time to join us. #EmploymentLaw #HR #BusinessOwners

A policy can tell you what should happen. It cannot have the conversation for you. You can have a beautifully written handbook, clear procedures and every policy sitting exactly where it should be. However, when someone is underperforming, a grievance is raised or a team member's behaviour is affecting others it needs to be addressed. That is where good people management really matters. Managers need to know how to: → Spot an issue early → Ask the right questions → Listen properly → Apply policies consistently → Know when to ask for HR support Policies are important, they give structure and consistency.  However, they are only useful if the people responsible for applying them feel confident enough to do so. A policy doesn't manage people. Managers do. That is why manager training, support and regular communication matter just as much as having the right documents in place. If your managers have the policies but not the confidence to use them, that is something we can help with. #PeopleManagement #HRSupport #Leadership