The HR Practice

02/11/2026

Turns out, we might have a team of natural presenters on our hands!

We recently had Heather from Clarity Consultants in the office for a session of filming and photography for our social media.

We will admit, there were a few nerves when the camera first came out.

What do I say?
Where do I look?
What do I do with my hands?!

It did not take long for everyone to find their flow.

Before we knew it, the team were suggesting their own video ideas, volunteering to film more and talking confidently about the HR topics they deal with every day.

There was plenty of laughter along the way too!

We are really proud of the team for getting involved and putting themselves out there, especially when being on camera does not come naturally to everyone.

Now we have lots of new videos coming your way, answering real HR questions and sharing practical advice from the people who support our clients every day.

Keep an eye out. You will be seeing a lot more of the team over the next few months.

30/10/2026

What should happen in a good probation review?
A probation review should be more than a quick “all going fine?” conversation.
A good review gives both the manager and the employee a clear opportunity to talk about how things are going, what is working well and where more support or improvement may be needed.

It should cover things like:

→ Performance against the role and expectations
→ What has gone well so far
→ Any concerns or areas for improvement
→ Training or support that may be needed
→ Feedback from both sides
→ Clear next steps and timescales

The important part is that the conversation is honest, documented and not left until the very end of the probation period. If there are concerns, they should be raised early enough for the employee to understand what needs to change and have a fair opportunity to improve.

In our latest video, one of The HR Practice team talks through what a good probation review should look like and why regular check ins can make the process much more effective.

If you are reviewing your probation process or want support making sure your managers are handling reviews consistently, speak to The HR Practice.

https://thehrpractice.co.uk/services/all-services

28/10/2026

Thinking about growing your team?
Before you recruit your next employee, it might be worth asking whether your HR foundations are ready.

I often speak to business owners who are focused on sales, operations and growth plans, but haven't looked at their contracts, policies or HR processes in years.

The reality is that good HR isn't just about compliance.

It's about creating consistency, protecting your business and giving your managers the confidence to deal with people issues properly.

Our HR Audit takes a deep dive into your existing documentation and processes, providing:
✔ A full review of contracts, policies and procedures
✔ A gap analysis showing areas of risk
✔ A clear and prioritised action plan
✔ Practical recommendations that work for your business

It's one of the best investments a business can make before entering its next phase of growth.

If I reviewed your HR tomorrow, what would I find?

26/10/2026

Your best employee isn’t automatically your best manager.
It is a common route into management - someone is reliable, experienced, technically strong and consistently performs well, so the next step is to give them responsibility for a team.

The difficulty is that managing people requires a completely different set of skills.

Suddenly they are expected to give feedback, deal with underperformance, handle conflict, manage absence, have difficult conversations and make decisions that affect other people, often without ever having been taught how to do any of it.

That does not mean they were the wrong person to promote. It means they need support to become as confident in management as they were in their previous role.

Good managers are developed, not simply appointed.

If you have managers who have grown into their roles without much formal people management training, The HR Practice can help build their confidence and capability.

https://thehrpractice.co.uk/services/all-services

23/10/2026

If an employee isn’t performing during probation, what are the options?

Probation should not be treated as a date in the diary that you only think about at the end.

Regular review meetings give managers the chance to look at performance, behaviour and conduct, give clear feedback and make sure the employee has a fair opportunity to improve. Just as importantly, those conversations should be documented.

If things are not improving, there may be an option to extend the probation period for a short time. If performance or behaviour is still not where it needs to be, ending the probation may also need to be considered.

The key is not to leave concerns until the final week.

Got someone in probation and unsure what your next step should be? Speak to The HR Practice before making a decision.

22/10/2026

Greek mythology, The Golden Girls and 12+ years of HR experience - meet Laura Stevenson!
Laura is an HR Consultant with The HR Practice, bringing more than 12 years of experience across a wide range of sectors. She has worked closely with business leaders on everything from organisational change and employee engagement to talent development, HR strategy and union relationships.

Laura is also a certified Workplace Mediator and Mental Health First Aider, with a real focus on helping businesses create workplaces where people and performance can work well together.

However, more interestingly - away from HR, there is quite a bit more to know about Laura.

→ She absolutely loves reading, mainly fiction, and has been running a book group for the last six years.

→ She has kissed the famous Blarney Stone in Ireland and now likes to believe she has the gift of the gab.

→ She is a self-confessed geek when it comes to Greek mythology.

→ Her guilty pleasure is The Golden Girls! She watches an episode most days and considers herself something of an expert.

→ She loves travelling and has visited some incredible places, although the Highlands of Scotland still come out on top.

Laura brings a huge amount of HR knowledge to the team, but also warmth, humour and plenty of conversation, which fits The HR Practice perfectly.

Give Laura a hello in the comments, and feel free to test her Golden Girls knowledge while you're there!

20/10/2026

The HR question is no longer whether people will use AI. It is where we draw the line.
AI can already help with research, drafting, summarising and some of the routine administration that takes up valuable time. Used well, that creates a real opportunity for businesses and HR teams.

The more interesting question is what happens when we move from generating information to making decisions about people.

Context matters. Previous conversations matter. Organisational culture matters. Consistency matters. Risk matters. Most importantly, the individual involved matters.

There is another issue businesses need to consider too. UK Government research found that 41% of businesses handling digitised data were already using AI technologies in 2025 to 2026, yet only 17% of AI users reported having any formal or informal AI policy or guidance.

Technology is moving quickly. Governance, management capability and workplace conversations need to keep pace.

Our latest carousel looks at where AI can genuinely help HR, where human judgement still matters and why the strongest approach is not AI versus HR, but knowing where each adds value.

If your organisation is reviewing how AI fits into its people practices, policies or management processes, speak to The HR Practice.

https://thehrpractice.co.uk/services/all-services

18/10/2026

This World Menopause Day, there is another reason for employers to think about how they support people experiencing menopause in the workplace.

From spring 2027, subject to secondary legislation, employers with 250 or more workers will be required to publish an action plan setting out steps they are taking to address their gender pay gap and support employees experiencing menopause.

For smaller employers, the reporting requirement may not apply, but it is still worth asking whether your managers, policies and working practices provide the right support.

Menopause can affect people very differently, so good workplace support is about listening, having informed conversations and considering appropriate adjustments where needed.

If you are reviewing your people policies or would like advice on supporting employees experiencing menopause, speak to The HR Practice.

https://thehrpractice.co.uk/contact

14/10/2026

Underperformance rarely affects just one person.
It can start with missed targets, mistakes or work not being completed to the expected standard, but the impact often spreads much further across the business.

→ Colleagues pick up extra work
→ Managers spend more time checking, correcting and following up
→ Morale can start to drop
→ Customers may notice inconsistencies
→ Standards can gradually slip

One of the biggest mistakes managers can make is hoping the issue will resolve itself.

Sometimes people need support, clearer expectations or better training. Sometimes a more formal process is needed. Either way, avoiding the conversation usually makes the situation harder to manage later.

If your managers are not confident having those conversations, The HR Practice can support with practical manager training and HR advice.

Find out more about our HR consultancy services here:
https://thehrpractice.co.uk/services/all-services

The HR Practice offers organisations a full range of HR services to support their people strategy and enable them to focus on their core business function.

09/10/2026

What's the most expensive problem in HR?

Usually the one you didn't know existed.

Over the years we’ve seen businesses invest thousands in recruitment, training and growth but haven't reviewed their contracts or policies for years.

The challenge is that employment law doesn't stand still.

What was compliant three years ago is unlikely to be compliant today.

That's exactly why our HR Audit is so valuable.

✅ We review every policy
✅ We review every employment contract
✅ We review your people processes
✅ We identify any compliance risks

Then we provide a detailed gap analysis and practical recommendations to close those gaps.

Prevention is always cheaper, and less stressful, than dealing with a problem after it happens.

Could your HR documentation stand up to scrutiny if an issue arose tomorrow?