Frequently asked questions about Transforming HR services

Our HR services are flexible and can be tailored to your organisations specific needs


Frequently asked questions

How can I support a sick employee back to work?

Managing staff absence fairly and consistently plays an integral role in the employer-employee relationship. Each absence case should be considered on its own merit but get it right, and individuals will feel supported, engaged, and productive when returning to work after a period of sick leave. Making adaptions to support a return to work can help, e.g. a phased return or adapted duties can help a quicker return and enable employees to work towards full return to duties.

Employers are legally required to make reasonable adjustments for disabled employees under the Equality Act 2010. It is therefore important that line managers feel confident in managing the process and know when to contact the employee in a bid to facilitate a potential return to work.

How do I deal with an employee grievance?

The most important thing when handling a grievance is that you work with your policy. Employees have a right to raise grievances and employers must handle these in accordance with legal requirements and fair procedures to prevent potential claims of unfair treatment or discrimination.

Most procedures require employees to raise their grievances informally in the first instance, giving you the opportunity to resolve the situation prior to entering into a formal process. At Transforming HR, we can support you at each stage through our manager guidance document available on the THR portal.

How do I handle a disciplinary matter?

Handling a disciplinary matter is a senstive topic for everyone involved. However, it is firstly important to ensure that a full and fair investigation is conducted prior to any potential warnings being issued to an employee.

There are a number of statutory requirements involved with a disciplinary process and we at Transforming HR understand that this can be overwhelming for any employer. There is a level of skill required in both investigating and holding a disciplinary hearing and therefore it is critical that those involved are confident in what they are doing.

Do I have to have an induction process?

Not every organisation acrosss the UK will have a robust induction process for new employees. However in having one, you will afford yourself the opportunity to not only assess the employee’s suitability for the role, but be best placed to identidy skill gaps and any training which is required.

It is advisable to have an induction process to enable both you and the employee the opportunity to raise concerns during the initial stages of employment whilst building a positive relationship from the outset.

How do I manage conflict between staff?

Managing confict and holding difficult conversations can be daunting for an employer. Yet more often than not, avoiding tackling the problem will lead to greater issues for you as an organisation.

Conflicts should me handled timely and with consideration of the root cause. There are various tools and techniques which you can utilise to improve relations amongst staff, such as mediation, but sometimes issues such as these can point towards a greater cultural problem within the business which needs addressing.

How do I investigate a complaint of bullying or harrasment?

Much like a disciplinary process, it is first of all important not to jump to any conclusions when a claim of bullying or harrassment is submitted. Of course, this is a very serious matter in the workplace and requires someone to tackle it fairly and thoroughly in the form of an investigation.

Transforming HR understands that selecting a manager to carry out an investigation in small organisations can be challenging as you must make sure they have no biases or pre-formed opinions. We are therefore available for you to make contact with us should you require any advice, guidance or someone to externally investigate the matter.

How do I manage poor performance?

High performance from individuals within your organisation is central to the overall success of any business. That is why it is vitally important that clear expectations are set by you during the recruitment and induction stages of an individual’s employment with you.

If you have evidence to suggest that one of your employees has fallen below the standard expected of them, it is advisable to first make them aware of your concerns and demonstrate where they could improve and how. Should there then be a more sustained level of underperformance, you will want to consider following a more formal process and determine whether there is a capability issue present. Transforming HR’s templates are accessible through the THR documents portal should you wish to utilise proven methods of tackling underperformance in an employee.

How can I support employee well-being?

Employee well-being has grown to become a key priority for business leaders across the UK. We at Transforming HR believe that placing well-being at the heart of every people strategy provides organisations with a platform to build a happy, healthy, and resilient workforce.

There are many low-cost initiatives you can consider implementing at each stage of business. However, research suggests that having good terms and conditions, flexible working practices and positive relationships in the workplace are all integral to the average employee’s overall wellbeing at work. Transforming HR can work with you in designing a well-being strategy to suit the needs of your workforce within your budget.

How can I recruit the best staff?

When you are looking to recruit for a position within your company, the first step should be to review the job description to ensure it is accurate and aligned with the conditions in which you are offering. Following this, you want to showcase both the role and your organisation in the best way possible.

Taking time to create engaging adverts, recruitment packs or even videos to share on recruitment platforms can be advantageous to jobseekers. Talented individuals want to join progressive organisations who value their people and so it can be highly benefical to showcase how good your organisation is at teh advert stage in order to encourage an application.

How do I increase staff engagement and morale?

Improving staff engagement and moral in a small business with limited opportunities for growth and promotion can be challenging. Having a focus on creating a positive work environment, where employees feel valued and part of a team will help. Celeberaing success, having open communication and developing skills can support high level engagement, however the first step is to genuinely measure engagement levels and identify what would make the difference with teams.

How can I reduce the number of staff leaving?

High staff turnover often signal underlying issues within a business. While focusing on staff engagement and boosting morale can be beneficial, it’s crucial to pinpoint the actual reasons behind staff departures to effectively address them. Regular 1-2-1 meetings, engagement surveys, and exit interviews are valuable tools for identifying issues. Reasons for high turnover can vary widely, including poor management, feelings of being under valued, salary levels, lack of training or opportunities, among others. Avoiding assumptions and gaining a clear understanding of the root cause enables businesses to implement targeted solutions.


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