3 HR Issues to Tackle

3 HR issues to handle early before they become bigger problems

Expert advice from HR consultancy services in the North East: tackle workplace challenges before they escalate to protect both your team and your business.

Many HR problems start small. A quiet concern about performance. A comment that lands badly. A one-off behaviour that does not feel right.

Handled early and well, these situations can strengthen relationships and improve outcomes. Left alone, they can grow into expensive, time-consuming problems.

Here are three common situations and how to manage them from the start.

1. Ongoing performance concerns

You notice a team member is not meeting expectations. Work is slower, mistakes are increasing or quality is slipping.

Why early action matters:

• Without records, it is hard to show fairness if the issue escalates

• The employee may think their work is fine if expectations are not clear

• Delays can damage team morale and customer service

How to manage it:

• Have a clear, direct conversation about what needs to change

• Keep a brief record of what was agreed

• Follow up regularly with guidance or resources

• Be consistent and fair in your approach

This protects the business and gives the employee the best chance to succeed.

2. Behaviour that makes others uncomfortable

It could be an offhand comment, constant interruptions or dismissive behaviour. You have had a quiet word, but the behaviour continues.

Why you need to follow up:

• Informal chats may not show you have acted seriously

• The person who raised it may feel unsupported

• Unchecked behaviour affects trust and morale

How to manage it:

• Note down the concern, even if raised informally

• Speak clearly and respectfully to explain why it is unacceptable

• Check back with the original team member to see if it has improved

• Monitor the situation and act quickly if it happens again

This shows you take concerns seriously and value a respectful workplace.

3. Casual requests for flexible working

With recent legal changes, flexible working requests do not have to be formal or in writing. A casual mention about changing hours or working from home may still count.

Why this matters:

• Ignoring it could breach legal obligations

• Mishandling could lead to discrimination claims

• Dismissing it too quickly can damage retention

How to manage it:

• Treat all requests seriously, even if made casually

• Take time to consider the impact before responding

• Understand current employment law requirements

• Record your response and reasoning

• Get advice if you are unsure how to proceed

This builds trust and shows commitment to work-life balance.

Prevention is easier than correction

You do not have to formalise every conversation. But knowing when to add structure stops bigger problems from developing.

We work with North East business owners who want to protect their teams and their business by getting these calls right early.

If you are seeing these situations in your workplace, we can help you put simple steps in place that prevent problems, protect your business and strengthen your team.

Let’s talk about how our HR consultancy services in the North East can help you handle these issues before they grow.