Ena HR & Training

Name: Ena HR & Training
Address: 4 Orchard Way, Cogenhoe, NN71LZ, GB
Telephone: +447779788957

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Ena HR & Training

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Integrated or bespoke HR & Training services for businesses. What we offer is not unique but how we offer it is.

Honest, human, professional HR & Training services integrated into your business with a flexible and personal approach.

13/10/2026

You might know you need HR support, but be less sure what kind.

Maybe you’re recruiting and want to get the process right from the start. Perhaps you need help with a difficult people issue, want ongoing HR support, or your business has grown to the point where your leadership and people practices need reviewing.

There are a few different ways you can work with Ena HR, including pay as you go HR, outsourced HR support, recruitment and onboarding, leadership development or our bespoke Strategic People Overview.

Swipe through the carousel for a simple overview of each option.

If you’re not sure where to start, send me a message and tell me what’s happening in your business. We can talk through what support would be best for you.

12/10/2026

If someone isn’t performing during probation, how quickly do you act?

From 1 January 2027, the qualifying period for ordinary unfair dismissal protection reduces from two years to six months.

That means employers will have less time to identify concerns, address performance properly and keep a clear record of what has happened.

If probation reviews are inconsistent, difficult conversations are being delayed, or poor performance is being managed informally, now is a good time to review the process.
A strong probation process should help you set clear expectations, monitor progress, record concerns and make fair decisions at the right time.

Leaving things to drift can make a performance issue harder to manage later.

If you’d like support reviewing your probation or performance management process before the change comes into force, send me a message.

08/10/2026

You’ve built a brilliant business. Then suddenly you realise you’re responsible for managing people too.

That can be a very different skillset.

I spent more than 20 years working in corporate HR and leading large teams. After living in Greece with my family for a year, I came back to Northamptonshire knowing I wanted to use that experience differently.

I wanted to help smaller businesses. The owners who are brilliant at what they do, care about their people, and want to create a great place to work, but haven’t necessarily had years of training in people management.

That’s why I created Ena HR.

I’m Northamptonshire born and bred, a mum to two rugby-mad girls and Fred the labradoodle, and I’m passionate about helping local businesses get the people side of their business right.

I bring more than 20 years of HR and leadership experience, alongside my CIPD qualification, Chartered Management Institute membership and Level 7 in Strategic Leadership.

If managing your team is becoming one of the harder parts of running your business, I’d love to hear from you.

Kate

01/10/2026

🚩 RED FLAG: “We’re like a family here.”

It sounds positive, and sometimes it is.

But in a growing business, that phrase can also hide some messy people practices.

Someone is late and it gets overlooked. A difficult conversation is avoided because you don’t want to upset them. One person gets more leeway because they’ve been there for years.

That’s when inconsistency starts to creep in.

What feels like kindness to one person can look like favouritism to someone else, and managers can become unsure about what they should and shouldn’t allow.

I see this a lot with business owners who genuinely care about their people. They’re trying to do the kind thing, but being too kind can create a bigger problem later.
A strong culture still needs structure and accountability.

You can keep the warmth and close-knit feel of a business while making sure expectations are clear and people are treated fairly.

If your business has grown but your people processes haven’t quite caught up, send me a message.

30/09/2026

Can you grow your team without losing the culture you worked so hard to build?

As businesses grow, there often comes a point when you start hiring beyond family, friends and people you’ve known for years.

That’s when informal ways of working can start to cause problems.
One person sees flexibility. Another sees favouritism. A manager avoids a difficult conversation because they’re trying to be kind, and suddenly the rules don’t feel quite so consistent.

I worked with a family-run business at exactly this stage. They were growing quickly and wanted proper HR processes in place, but they were worried about losing the family feel they’d built.

We introduced clear policies and processes so people were treated fairly and consistently, while protecting the culture that mattered to them.

They’re still a client today.

If your Northamptonshire business is growing beyond the people who have always been around the table, it might be time to put some structure around the culture you want to keep.

Send me a message if you’re at that stage.

29/09/2026

🟢 GREEN FLAG: Your business is growing without losing the family feel.

When Silverstone Composites started growing beyond family and friends, there was a concern that introducing more HR processes might make the business feel too corporate.

It didn’t.

We introduced clearer policies and processes so people were treated fairly and consistently, while keeping the culture and family feel that mattered to them.

Some things naturally had to become more structured as the team grew, but that didn’t mean changing the personality of the business.

Silverstone Composites are still an Ena HR client today, and we’ve been through a lot together since.

If your business is growing and the informal way you’ve always managed people is starting to feel harder to maintain, it may be time to put a little more structure around it.

Send me a message if that sounds like where your business is now.

06/08/2026

If your managers can’t lead, you’ll always be the one solving problems.

04/08/2026

The best manager I ever had didn’t lead with ego, expertise, or authority.
They led with intention.
They taught me one lesson I still use every single day:

“Your job isn’t to have all the answers. It’s to create the conditions where people can find them.”

That mindset changes everything.
It shifts you from problem‑solver to enabler.
From bottleneck to catalyst.
From manager to leader.

Great managers don’t just influence performance they shape careers, confidence, and capability long after someone has moved on.

What’s the lesson you still carry?

03/08/2026

Strong engagement isn’t a “nice to have,” it’s the backbone of performance, retention, and culture.

And here’s the truth many organisations overlook:

Managers influence up to 70% of team engagement.
Not policies. Not perks. Not posters about values.
Managers.

When you invest in manager capability, you’re not just “training people.”
You’re shaping how your teams feel, perform, and stay.

Equip managers with the skills to:
- Hold meaningful conversations
- Set clear expectations
- Coach instead of firefight
- Build psychological safety
- Address issues early and confidently

Capability isn’t optional. It’s the difference between a team that survives and a team that thrives.

30/07/2026

Want to know where your people systems are strong and where they’re not?

Highlight the gaps, the risks and the quick wins so you can build a team that runs smoothly, confidently and without constant firefighting.

Strong systems = stronger business.

Address

4 Orchard Way
Cogenhoe
NN71LZ

Telephone

+447779788957

Website

http://www.ena-hr.co.uk/

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