HR: It’s the Simple Things That Trip Us Up

In my 25+ years of working with companies across sectors — from family-run businesses to global firms — one thing has remained remarkably consistent: when it comes to HR, it’s rarely the complex stuff that catches people out. It’s the basics. The everyday things. The things that seem so simple, so obvious, that people think they can cut corners and move on.

But here’s the truth — those “simple things” are what make or break your HR foundation.

We often hear that HR is about employment law, complex grievances, TUPE transfers, restructures, or high-risk dismissals. And yes, sometimes it is. I’ve sat in countless rooms advising clients on exactly those issues. But the reality for most managers and business owners is this: HR is about clarity, consistency, and just doing things properly.

Too often, people complicate things. They panic when they don’t need to. Or worse, they don’t panic when they should. A quick decision, a poor conversation, a missing bit of documentation — and suddenly, a simple performance issue turns into a legal and reputational headache.

The “You’re Fired” Myth

We’ve all watched The Apprentice — Lord Sugar’s dramatic point of the finger followed by “You’re fired!” makes for entertaining TV. But if anyone in a real business tried to sack someone in that way, without a shred of due process? Disaster. And potentially a five-figure payout.

Dismissals — even when justified — need to follow a fair and documented process. That typically means:

• Informal conversation first

• Verbal warning if needed

• Written warning with clear expectations

• Final warning if things still don’t improve

• And only then, if necessary, dismissal

Even in cases of misconduct, you need evidence, a fair hearing, and a proportional response.

Where It All Goes Wrong

Here’s what I’ve seen time and again: a manager gets frustrated. They’ve had enough. Someone’s not performing or is causing issues, and they want them gone yesterday. So, they say something rash. Or worse, they stop involving HR entirely and take matters into their own hands.

That’s when the problems start.

I’ve been called into situations where managers skipped every step in the process, thinking they were being decisive. In truth, they were exposing the company to serious risk — both legal and cultural. And more often than not, these situations could’ve been avoided by simply asking: “What does the contract say?” or “What’s our HR process?”

HR Shouldn’t Be a Bottleneck — It Should Be a Backbone

When done right, HR doesn’t slow things down. It speeds up resolution by giving people the confidence that they’re acting fairly, legally, and with integrity. It protects relationships. It builds trust across teams. And it ensures that when hard decisions have to be made, they’re made in a way that won’t come back to bite you.

The businesses I’ve worked with that thrive the most are the ones who get the basics right — who see HR not as a blocker, but as a strategic partner that helps them grow, lead, and adapt confidently.

Final Thought

If you’re in doubt — ask. If you think a situation is getting tricky — pause and get a second opinion. If you want to build a workplace that doesn’t end up in tribunals or toxic exits — get your basics in order.

Trust me: it’s rarely the big things that do the damage. It’s the simple things, ignored.

What Do You Think?

Have you seen a situation where the basics were missed — and it blew up? Or maybe you’ve learned the hard way how important a good HR process is? I’d love to hear your thoughts, stories, or even questions in the comments. Let’s keep the conversation going — because it’s often through shared experience that we all get better.

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