Managing Staff Issues:

A Practical Guide For Small Business Owners

Managing people is often the hardest part of running a business.

Most staff issues don’t start as ‘big problems’, they usually begin with small concerns that, if ignored and not addressed, grow into something more serious.

Whether it’s performance, attitude, absence or conflict, handling staff issues early and correctly can save you time, stress and potential legal risk.

Common Staff Issues Employers Face

Some of the most frequent employee management issues within in small businesses include:

• Poor performance or missed targets

• Repeated sickness absence or lateness

• Behaviour or attitude problems

• Conflict between employees

• Confusion around roles, responsibilities or expectations

The key is not what the issue is, but how you respond to it.

Deal With Issues Early (and Calmly)

One of the biggest mistakes employers make when managing their employees is hoping that a problem will ‘sort itself out’. In reality, most staff problems at work improve when they’re addressed early, informally and respectfully.

A simple conversation can often prevent the need for formal action later. Be clear about what you’ve noticed, explain your expectations, and give the employee the opportunity to respond.

Don’t Assume Employees Know There’s A Problem

One common mistake employers make is assuming that an employee knows they’re doing something wrong. In many cases, the employee’s response later is simply that the issue was never raised with them.

Addressing concerns early and clearly is essential. Employees should be told:

• What the issue is

• Why it’s a concern

• What needs to change

• When improvement is expected

Without this clarity, it’s difficult to demonstrate that an employee has been treated fairly, particularly if the issue progresses to a formal process.

Having an open, straightforward conversation gives the employee the opportunity to understand expectations and improve, and it also protects you as the employer if the issue continues.

Keep Notes, Even For Informal Conversations

You don’t need to jump straight into formal procedures, but it’s wise to keep brief notes of:

• What the issue is

• When you raised it

• What was agreed

This protects both you and the employee and helps to ensure consistency if the issue continues.

When Staff Issues Become Legal Issues

Some workplace issues can quickly turn into a legal risk if they’re not handled correctly. Common examples include:

• Poorly managed disciplinary or performance processes

• Inconsistent treatment between employees

• Dismissals without a fair process

• Failure to make reasonable adjustments

• Mismanaged absence or capability concerns

This is where many employers get caught out. Following the right process and getting employment advice for employers early can significantly reduce the risk of grievances or tribunal claims.

Know When To Move To AFormal Process

If an issue doesn’t improve after informal discussions, it may be time to follow a formal process such as a performance improvement plan, disciplinary or capability procedure.

This is often the point where HR advice for small businesses becomes invaluable, particularly to ensure your approach is fair, consistent and legally compliant.

Get The Right HR Support Before Problems Escalate

Many employers only seek help once a situation has become stressful or urgent. Getting HR support for small businesses earlier can:

• Prevent staff issues from escalating

• Reduce legal and financial risk

• Give you confidence when dealing with difficult employees

• Help you manage people fairly and professionally

If you’re managing staff issues and aren’t sure what to do next, speaking to an HR consultant can provide clarity and reassurance.

Need A Hand?

With early action, clear communication and the right support, most employee issues can be resolved positively and professionally. Get in touch with us today to understand how we can help.