Debt collection, giving feedback, saying no .... we all have "courageous conversations" every day, and most of us still dread them. Learn some practical tips on how to get the best outcomes, without the negative kickback

With a tight labour market, there is always the risk that someone is going to be offered more money than you can afford. But what other benefits can you offer to attract and retain good people?

I have yet to find anyone who is coming to work intending to do a bad job, that is hard work! But people do the wrong things either because they don't know better or they can get away with it. Performance Improvement plans (PIP's) are a great way to give solid and consistent feedback to […]

Disciplining staff is a relatively straight forward process (I promise it is!). However, you do have to follow the process correctly. This session will be a practical discussion about the process and how to get it right

The "traditional" submit your CV and come for an interview does not work for all roles. Particularly those with people who don't do well in interviews and/or don’t present a good CV. But how else do you recruit people? I'll be talking about practical interviews, assessment centres (not as complicated as it sounds) and other […]

Getting a Personal Grievance letter strikes fear into most busienss owners. But managed properly this needn't be the end of the world. I'll be talking about the options to respond; what you can and have to do; what the realistic outcomes are likely to be

Building the robust business case to restructure your business is probably the single most important factor when considering this. But what should you be looking at? And how do you build that case?

As with the disciplinary process, there is a pretty simple process you need to follow if going into a restructuring and/or redundancy process. However, it is the most letigious point of employment law and therefore you need to ensure that you do it right.

Sometimes the face simply doesn't fit. They do the tasks fine, but just don't gel with the team. But this can be very difficult to assess and explain to someone who isn't fitting in. This session I'll be talking about how to identify the cultural fit needed in your business, how to assess this at […]

Usually we know why someone has left, particularly in small businesses. However, the exit interview can be a very enlightening source of information. So, when can/should you do an exit interview, and how do you go about doing it?