How to Navigate Tricky HR Situations with Confidence
- Sally Brandon
- May 2
- 4 min read
A practical guide for small business owners and managers
Managing people is one of the most rewarding yet challenging parts of running a business. While most day-to-day HR matters are fairly straightforward, there are always those awkward or complex situations that can leave even the most experienced business owners feeling unsure.
Whether it’s handling poor performance, navigating conflict, or managing personal issues in the workplace, knowing how to approach these moments effectively is vital. It helps you maintain team morale, stay compliant with employment law, and protect your reputation as an employer.
In this article, we’re breaking down some of the most common tricky HR situations and offering clear, practical tips to help you handle them with confidence.
1. Addressing Poor Performance
It’s never easy to tell someone their work isn’t meeting expectations—especially if they’ve been with the business for a long time or are going through a tough patch personally. But avoiding the issue can damage team morale and overall productivity.
How to approach it:
Be direct but respectful: Arrange a private meeting and give specific examples of where performance is falling short.
Stick to facts, not assumptions: Focus on behaviours and outcomes rather than making it personal.
Offer support: Check if there’s anything affecting their performance and discuss how you might be able to help.
Set clear goals: Develop a performance improvement plan with realistic targets and regular check-ins.
Being honest and consistent, while showing a willingness to support, sets the tone for a more positive outcome.
2. Navigating Workplace Conflict
Disagreements at work are inevitable, whether it’s a clash of personalities or tensions over workload. If left unresolved, conflict can damage team relationships and affect performance.
How to approach it:
Don’t delay: The sooner you address conflict, the easier it is to resolve.
Hear both sides: Give each person time to speak without interruption.
Stay neutral: As a manager or business owner, your job is to mediate fairly.
Focus on solutions: Work towards a compromise that allows everyone to move forward.
Encouraging open communication and a respectful culture can prevent future issues from escalating.
3. Managing Disciplinary Issues
Disciplinary matters—such as repeated lateness, misconduct, or breach of policy—need to be handled correctly to avoid legal complications and maintain standards in your business.
How to approach it:
Stick to your policy: Make sure you follow your documented disciplinary process in line with UK law.
Investigate properly: Collect evidence and speak to any witnesses where appropriate.
Hold a formal meeting: Give the employee a chance to respond.
Keep records: Document every step, from initial concerns to outcomes.
Consistency and fairness are key. Always treat employees the same to reduce the risk of claims or disputes.
4. Supporting Employee Wellbeing
With more awareness around mental health, employers now have a responsibility and an opportunity to support staff wellbeing. Whether someone is struggling due to personal pressures or workplace stress, it’s important to offer help.
How to approach it:
Encourage openness: Make it okay to speak up. A supportive culture goes a long way.
Offer flexibility: Small changes to hours, duties, or workload can make a big difference.
Signpost resources: Provide access to EAPs, counselling, or relevant support organisations.
It doesn’t take a big budget to make a big difference. Showing genuine care builds loyalty and trust.
5. Handling Redundancies with Compassion
No employer wants to make redundancies but sometimes, due to financial pressures or restructuring, it’s unavoidable. How you handle this process matters hugely for the individuals affected and your wider team.
How to approach it:
Be transparent: Explain clearly why redundancies are necessary.
Follow the correct procedure: UK law requires proper consultation and a fair selection process.
Support those affected: Offer help with CV writing, interview skills, or access to emotional support.
Compassionate communication during a difficult time will preserve your reputation and morale.
6. Dealing with Grievances
Grievances can range from concerns about workload to serious allegations of discrimination or harassment. They must be taken seriously and handled professionally to protect everyone involved.
How to approach it:
Follow your grievance policy: Ensure your procedure is clear and applied consistently.
Investigate thoroughly: Speak to those involved and gather evidence before reaching conclusions.
Maintain confidentiality: Respect privacy throughout the process.
Respond fairly: Make sure outcomes are based on facts and handled within a reasonable timeframe.
Grievances can be stressful, but handling them well can prevent larger issues down the line.
Final Thoughts
Tricky HR situations come with the territory of managing a team—but how you handle them makes all the difference. By acting with consistency, care, and a solid understanding of your responsibilities as an employer, you can navigate difficult moments with far more confidence.
If you're unsure about how to handle a particular issue or simply want peace of mind that your processes are legally compliant and people-focused, you don’t have to do it alone.
Book your FREE HR Audit today, we’ll review your current practices, highlight any risks, and offer straightforward, practical advice to strengthen your approach.
Whether you’ve just hired your first employee or are managing a growing team, a little HR support can go a long way.
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