The UK government is currently debating significant changes to workers' rights, with a key proposal being a statutory nine-month probation period. This potential extension is seen as a compromise for businesses to counterbalance Labour’s push to grant employees unfair dismissal rights from day one. If this amendment is passed, it will dramatically change how employers manage new recruits, making it more difficult to dismiss employees without a proper process.

Many businesses have tended to rely on the two-year qualifying period for unfair dismissal claims, allowing flexibility in managing underperforming staff. However, this safety net may soon disappear, making it even more critical that probation periods are properly structured and actively managed.

Are Employers Already Ignoring Probation Policies?

In reality, many businesses are guilty of not properly managing probation periods. Too often, employees "drift through" without any formal confirmation of passing probation—if they’re still in the role after three or six months, it’s simply assumed that they’ve passed. This casual approach will no longer be viable if a statutory nine-month probation period is introduced.

Employers will need to up their game, as the proposed legislation will probably require them to prove that they followed a structured process if they wish to dismiss someone within the probationary period. This is likely to include:

• A clear probationary policy outlining expectations and assessment criteria.
• Structured performance reviews at regular intervals (e.g., at 3, 6, and 9 months at the very least).
• Adequate training and coaching to give employees a fair opportunity to succeed.
• Formal warnings and documentation if performance is unsatisfactory.

Failing to follow a structured process could open businesses up to legal challenges and costly tribunal claims, especially if the unfair dismissal protection is granted from day one as proposed.

Line Managers Will Play a Key Role

Many businesses leave probation management to HR or senior managers, but with a nine-month statutory probation period, the responsibility must shift to line managers. They will be the ones working most closely with new employees and must take ownership of:

• Setting clear expectations from day one.
• Providing structured inductions, training, and mentorship.
• Regular weekly/monthly progress catch-ups to discuss training and support requirements
• Monitoring progress through measurable goals and milestones.
• Holding difficult conversations when employees are not performing.
• Documenting all interactions to provide a clear performance record.

Line managers will need to understand that poor probation management could lead to costly unfair dismissal claims, and that their actions—or inactions—could have serious legal and financial consequences for the business.

Businesses Need a Strategic Approach

To prepare for these changes, organisations should start by developing a comprehensive probation strategy that includes:

• A robust probation policy aligned with best practice and future legal requirements.
• Training for managers in recruitment, onboarding, and performance management.
• A structured framework for setting and assessing employee objectives.
• Formal review points throughout the probation period.
• Coaching and mentoring systems to support new employees effectively.

Although the new legislation is unlikely to come into force for at least 12 months, forward-thinking organisations should begin preparing now. Having a robust and structured probation management strategy is already best practice, but it makes good business sense anyway as it ensures that new employees are supported, developed, and given the opportunity to perform to their full potential.

At HR Champions, we provide comprehensive training solutions to equip managers with the skills they need to manage probation periods and performance management effectively. Our training covers:

• Operational aspects of recruitment, onboarding, and inductions.
• Coaching and mentoring techniques to support employee success.
• Setting and monitoring tasks, goals, and milestones.
• How to handle challenging conversations with underperforming staff.

With the introduction of a nine-month statutory probation period, businesses will no longer have the luxury of waiting two years to make decisions about employee performance. Instead, proactive performance management will be essential—and the time to start upskilling managers is now.

Get ahead of the curve—contact HR Champions today to ensure your managers are fully equipped to handle the upcoming changes and maximise employee performance from day one. Contact HR Champions on 01452 331331, complete the contact form to discuss your .

Elon Musk is no stranger to controversial leadership tactics, and his latest approach to workplace efficiency is no exception. In his role within the Department of Government Efficiency, Musk recently sent an email to all federal employees, instructing them to bullet point five key work achievements to justify their jobs. His message was clear—failure to respond would be considered a resignation.

While this might seem like a bold attempt to slim down American government spending, in reality, it’s a heavy-handed stunt designed to create the illusion of decisive action. It assumes that every employee’s contribution can be easily summarised in a handful of bullet points, disregarding the complexity of modern work and the importance of structured, ongoing performance management.

Performance Management shouldn't be a stunt. It’s not about issuing ultimatums or pressuring employees into proving their worth on demand. A well-structured performance management programme:

• Sets clear objectives through a tiered approach, cascading goals from leadership down through the management structure.
• Includes regular performance discussions instead of relying on one-off assessments.
• Provides opportunities for feedback, coaching, and development, ensuring that employees understand expectations and have the tools to succeed.

Musk’s blunt approach completely disregards the importance of consistent, well-managed performance reviews. Instead of motivating employees, it creates fear, uncertainty, and disengagement, ultimately leading to low morale and high turnover.

Business has changed significantly over the past decade, and so too must our approach to performance management. Gone are the days when employees were evaluated once a year based on long-term projects.

Today’s workforce is more agile, and short-term "sprint" tasks often take precedence over grand, multi-year initiatives. Companies that fail to adapt to this shift risk frustrating their employees and missing out on opportunities for continuous improvement.

For example:

• A software development team may operate in two-week sprints, delivering incremental improvements rather than working towards a single, year-end release.
• A marketing department may measure success through campaign performance rather than an annual review of branding efforts.
• A customer service team may be evaluated based on real-time feedback scores rather than periodic assessments.

If Musk’s approach were applied to these teams, it wouldn’t accurately reflect their contributions—some projects may not align neatly into five bullet points, while others might be in progress rather than completed.

Furthermore, the responsibility for the behaviours and performance within an organisation must be owned and role modelled from the very top; to be cascaded down through the management tiers. The “do as I say” approach the Musk appears to favour, doesn’t cut it with the modern workforce and leading by example has become a fundamental cornerstone of effective performance management.

Rather than relying on a one-size-fits-all, fear-driven policy, managers today need to take a tailored or nuanced approach to performance management. This means:

• Setting SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) that reflect the changing nature of work.
• Holding regular check-ins and performance reviews to ensure ongoing development and accountability.
• Understanding individual work styles and responsibilities, rather than expecting every employee to fit into the same mould.

For example, an introverted, analytical employee may not showcase their achievements as readily as an outspoken colleague, but that doesn’t make their contributions any less valuable. A skilled manager will recognise these differences and adjust their performance discussions accordingly.

Join us to discuss effective Performance Management at next week Breakfast Meetings

If you want to build a real performance management strategy—one that develops employees, increases productivity, and retains top talent—then you won’t want to miss HR Champions' Employment Law Breakfast Club meetings next week.

This is your last chance to grab a ticket and join the discussion on how businesses can structure performance management effectively, rather than pressuring staff to justify their existence, as Musk seems to believe is a reasonable approach.

Let’s work together to create a strategy that supports employees, fosters engagement, and drives long-term success. Contact HR Champions on 01452 331331, complete the contact form or book your place and join in one of next week’s meetings.

You’ve no-doubt heard the comments made this week by Donald Trump and Elon Musk accusing Ukrainian President Volodymyr Zelensky of being a dictator and manipulating opinion polls to improve his popularity; all without presenting any factual evidence. It is baseless claims such as these that erode credibility, influence perception unfairly, and create division and are a classic example of how damaging unfounded allegations and hearsay can be.

Within the workplace, a similar effect can occur when managers fail to base their investigations on facts. If an employee is wrongly accused of misconduct because of opinions rather than evidence, the company may face legal risks, declining morale, and a breakdown of trust between staff and management.

Workplace investigations are a critical part of maintaining fairness, discipline, and integrity within an organisation. Whether investigating a grievance or disciplinary issue, the way an investigation is handled can have a profound impact on employee trust, company culture, and even legal outcomes.

In the modern business environment, managers must be equipped with the skills to conduct effective investigations. Unearthing the truth and working only with the available facts is a key principle in workplace investigations. The risk always exists that investigating managers allow speculation, personal bias, or workplace gossip to influence their findings, leading to poor decision-making.

We endorse consistent training for managers to conduct investigations rather than relying solely on HR teams to take the lead. This ensures that fact-finding is efficient, unbiased, and thorough, reducing the risk of unfair dismissals and reputational damage, and leaves another layer of management to deal with cases if they escalate.

To ensure fairness and compliance, investigating officers must possess key skills that allow them to conduct impartial and thorough investigations. These include:

• Fact-Finding & Objectivity – Managers must focus on gathering clear, factual evidence rather than being swayed by workplace gossip or the opinions of colleagues.
• Effective Questioning Techniques – Conducting interviews in a way that uncovers the truth without leading the witness is crucial to getting accurate testimony.
• Analytical Thinking – Being able to assess evidence, separate fact from opinion, and identify inconsistencies in witness statements.
• Confidentiality & Compliance – Ensuring that sensitive information is handled appropriately to protect all parties involved.
• Report Writing & Decision Making – The final investigation report must be structured, detailed, and legally compliant, outlining the findings and supporting evidence.

Some organisations rely too heavily on their HR departments to carry out workplace investigations. However, in a modern, agile business, all managers should have the ability to handle disputes, grievances, and disciplinary matters competently.

By upskilling managers in effective investigation techniques, businesses benefit from:

• Faster resolution of workplace issues – Reducing the time and resources spent on investigations.
• More consistent and legally sound outcomes – Lowering the risk of employment tribunals.
• Improved employee confidence in leadership – Creating a fair and transparent workplace.
• A strong company-wide policy on investigations – Ensuring consistency across all departments.

At HR Champions Ltd, our Workplace Investigations course trains managers in best-practice investigation techniques, ensuring workplace investigations are handled professionally, legally, fairly and consistently; thereby removing speculation and bias from decision-making.

By running this course in-house, businesses can ensure that all managers receive the same level of training, contributing to a consistent and well-structured company policy on investigations. This leads to better workplace outcomes, improved compliance, and stronger leadership across the board.

If your business wants to improve how investigations are conducted and reduce the risk of costly mistakes, talk to us now to discuss how we can help your organisation develop fact-based, fair, and legally compliant workplace investigation procedures. Call us on 01452 331331 or complete our contact page.

It can be difficult to establish at what point a business should implement a succession plan. It’s not something that comes high up on the agenda for some smaller businesses and start-ups, as there are many other challenges for businesses to contend with.

However, having spent nearly 25 years working alongside businesses and witnessing their growth and evolution, the benefits are clear for those where succession is a constant consideration. We’ve seen first-hand how businesses that invest in structured succession planning enjoy greater stability, improved employee retention, and a stronger internal pipeline of leadership talent.

In particular, we see that as business owners and directors begin to approach retirement, or companies look at the possibility of a business sale, having a strong internal team who understands and can run operations effectively is crucial. Any potential buyer or new leader will want assurances that key personnel exist within the business who can maintain stability and continuity. A business without a defined leadership pipeline can struggle to remain competitive or attractive to investors.

Failing to implement a formal succession strategy means that instead of developing and nurturing the most appropriate candidates into senior positions, promotions and leadership appointments are often driven by:

• Employees asking for promotions—rather than businesses strategically identifying suitable talent.
• High employee turnover—where people, often the better employees, leave because they see no clear career progression or opportunities for development.
• Short-term thinking—where businesses focus on immediate needs rather than long-term strategic goals.

The absence of a structured succession plan can create instability, disengagement, and increased recruitment costs, as businesses are forced into a doom-loop of reactive recruitment rather than developing their talent from within.

Organisations that fail to invest in their employees’ development and progression, may inadvertently create a revolving door culture, where talented individuals join, realise there’s no structured career path, and leave for opportunities elsewhere. Without an effective plan in place, businesses may find themselves:

• Scrambling to fill key roles internally—leading to rushed promotions of employees who may not yet have the right experience or training, or simply the wrong promotion altogether.
• Paying excessive recruitment costs—as they are forced to hire externally, with costs compounded by often having to pay premium salaries.
• Risking cultural misalignment—when external hires struggle to adapt to the organisation’s values and ways of working.

Having a clear development plan for future managers and directors ensures that the business is not only prepared for leadership transitions but is also a more valuable and secure investment for potential buyers.

An effective succession plan will incorporate investment in Leadership & Management training that is aligned with the overall strategic business plan of the organisation. At HR Champions Ltd, we provide both accredited (ILM) and non-accredited training programmes, helping businesses identify, develop, and prepare future leaders.

Our training equips individuals with the skills that are essential to the long-term growth and productivity of the organisation, including:

• People management & leadership – Ensuring managers can inspire and lead their teams effectively.
• Strategic thinking – Helping future leaders align with long-term business goals.
• Performance management – Teaching managers how to develop and support their teams.
• Effective communication – Ensuring leadership teams can collaborate and drive productivity.

We can also provide psychometric analysis to help to identify the individuals with the appropriate traits and behaviours required to fulfil certain roles or fill gaps in the management structure.

We understand that every business is unique, and we work closely with organisations to design training and development programmes that align with their long-term goals. Whether that’s preparing for a leadership transition, developing the management team or future-proofing the business.

HR Champions Ltd can help you create a structured leadership development programme that ensures your organisation remains strong, competitive, and ready for the future. Contact us today on 01452 331331 or via our contact page to discuss how we can support your business with effective succession planning and leadership training. Let’s work together to develop your managers and directors of tomorrow.

Bespoke Training Solutions

We recognise that every organisation is unique, with its own culture, goals, and long-term vision. That’s why we take a highly flexible and tailored approach to training, ensuring that our learning and development solutions align seamlessly with your business objectives. Rather than offering a one-size-fits-all programme, we can work closely with you to design and deliver training that reflects your company’s values, strategic goals, and the specific challenges your teams face.

Our bespoke training solutions not only equip your employees with practical yet appropriate skills, but also support their personal and professional growth, helping them reach their full potential. Whether you need leadership and management development, team-building workshops, communication or leadership skills training, we shape our courses to enhance individual capabilities while strengthening your wider business performance.

By integrating your organisation’s vision and objectives into our training programmes, we ensure that your workforce is engaged, empowered, and equipped to drive success in a way that aligns with your long-term business strategy. Let’s create a training experience that not only develops your people but also propels your organisation forward.

Contact us today to discuss your training needs and find out how we can support you or your business with expert-led, results-driven training. Let’s work together to develop strong leaders, engaged teams, and a more successful business.

Get in Touch

Please complete the form and we'll get back to you

Name *

Company/Organisation *

Please enter who you work for or the entity you are enquiring on behalf of

I am enquiring for *

My organisation

Myself

Please, contact me via *

Phone

Email

Other

If 'other', please enter details along with your message.

Email address *

Phone Number *

+1

AfghanistanAland IslandsAlbaniaAlgeriaAmerican SamoaAndorraAngolaAnguillaAntarcticaAntigua and BarbudaArgentinaArmeniaArubaAustraliaAustriaAzerbaijanBahamasBahrainBangladeshBarbadosBelarusBelgiumBelizeBeninBermudaBhutanBoliviaBonaireBosnia and HerzegovinaBotswanaBouvet IslandBrazilBritish Indian Ocean TerritoryBrunei DarussalamBulgariaBurkina FasoBurundiCambodiaCameroonCanadaCape VerdeCayman IslandsCentral African RepublicChadChileChinaChristmas IslandCocos (Keeling) IslandsColombiaComorosCongoCook IslandsCosta RicaCote d'IvoireCroatiaCubaCuraçaoCyprusCzech RepublicDemocratic Republic of the CongoDenmarkDjiboutiDominicaDominican RepublicEcuadorEgyptEl SalvadorEquatorial GuineaEritreaEstoniaEthiopiaFalkland Islands (Malvinas)Faroe IslandsFijiFinlandFranceFrench GuianaFrench PolynesiaFrench Southern TerritoriesGabonGambiaGeorgiaGermanyGhanaGibraltarGreeceGreenlandGrenadaGuadeloupeGuamGuatemalaGuineaGuinea-BissauGuyanaHaitiHeard Island and McDonald IslandsHoly See (Vatican City State)HondurasHong KongHungaryIcelandIndiaIndonesiaIran, Islamic Republic ofIraqIrelandIsle of ManIsraelItalyJamaicaJapanJordanKazakhstanKenyaKiribatiKorea, Democratic People's Republic ofKorea, Republic ofKuwaitKyrgyzstanLao People's Democratic RepublicLatviaLebanonLesothoLiberiaLibyan Arab JamahiriyaLiechtensteinLithuaniaLuxembourgMacaoMacedoniaMadagascarMalawiMalaysiaMaldivesMaliMaltaMarshall IslandsMartiniqueMauritaniaMauritiusMayotteMexicoMicronesia, Federated States ofMoldova, Republic ofMonacoMongoliaMontenegroMontserratMoroccoMozambiqueMyanmarNamibiaNauruNepalNetherlandsNew CaledoniaNew ZealandNicaraguaNigerNigeriaNiueNorfolk IslandNorthern Mariana IslandsNorwayOmanPakistanPalauPalestinian TerritoryPanamaPapua New GuineaParaguayPeruPhilippinesPitcairnPolandPortugalPuerto RicoQatarReunionRomaniaRussian FederationRwandaSabaSaint HelenaSaint Kitts and NevisSaint LuciaSaint Pierre and MiquelonSaint Vincent and the GrenadinesSamoaSan MarinoSao Tome and PrincipeSaudi ArabiaSenegalSerbiaSeychellesSierra LeoneSingaporeSint EustatiusSlovakiaSloveniaSolomon IslandsSomaliaSouth AfricaSouth Georgia and the South Sandwich IslandsSouth SudanSpainSri LankaSudanSurinameSvalbard and Jan MayenSwazilandSwedenSwitzerlandSyrian Arab RepublicTaiwanTajikistanTanzania, United Republic ofThailandTimor-LesteTogoTokelauTongaTrinidad and TobagoTunisiaTurkeyTurkmenistanTurks and Caicos IslandsTuvaluUgandaUkraineUnited Arab EmiratesUnited KingdomUnited StatesUnited States Minor Outlying IslandsUruguayUzbekistanVanuatuVenezuelaVietnamVirgin Islands, BritishVirgin Islands, U.S.Wallis and FutunaWestern SaharaYemenZambiaZimbabwe

For which training are you enquiring

ILM Qualifications Dignity at Work/Sexual Harassment Insights Discovery (Colours) Mental Health Bespoke Leadership & Management Non-accredited Leadership & Management

Do you have an approved budget?

Yes

No

Your message

Please add any comments

hCaptcha security *

Request Callback

Name

Develop Your Team and Maximise Performance

At HR Champions Ltd, we specialise in Leadership and Management training designed to help UK businesses develop their teams, enhance performance, and boost productivity. Whether you’re looking to upskill your managers, improve workplace communication, or equip your employees with essential business skills, our comprehensive training solutions provide practical, real-world knowledge that delivers measurable results.

ILM-Accredited Leadership & Management Training

For businesses looking for a structured and nationally recognised leadership development pathway, our ILM-accredited courses are the perfect solution. These courses provide effective, practical skills that managers can apply immediately in the workplace, driving better leadership, stronger team engagement, and improved operational efficiency.

• ILM Level 2 – Perfect for aspiring or newly appointed team leaders, covering essential skills like communication, delegation, and motivation.
• ILM Level 3 – Designed for first-time managers, equipping them with the tools to manage teams effectively, handle performance issues, and build confidence in leadership.
• ILM Level 4 – Aimed at experienced managers who need to develop strategic thinking, decision-making, and advanced leadership capabilities.
• ILM Level 5 – For senior managers looking to **enhance their strategic leadership skills** and drive business success at a higher level.

These courses provide a clear career progression path, ensuring that individuals receive the right training at the right time in their leadership journey.

A Suit of Training Solutions to Suit Every Business

In addition to our ILM courses, we offer a diverse range of training programmes to help businesses develop well-rounded, high-performing teams.

• Insights Discovery Training – Using the four-colour personality profiling system, this course enhances workplace communication and collaboration by helping employees understand their own and others’ behavioural styles.
• Soft Skills & Business Essentials – We deliver essential workplace training on topics like effective communication, time management, conflict resolution, and customer service to help teams operate more efficiently.
• Mental Health Awareness – Our Mental Health First Aider and Awareness courses equip organisations with the skills to support employee wellbeing, reduce absenteeism, and foster a healthier workplace culture.

With our many years of experience in both Human Resources and professional training consultancy roles, we bring real-life business scenarios into our courses, making learning relevant, engaging, and immediately applicable in the workplace.

Flexible Training Options: Open Courses & In-House Programmes

We understand that businesses have different needs, which is why we offer both **open courses** (where individuals can book and attend scheduled sessions) and **in-house courses**, tailored specifically for individual organisations. Whether you’re looking to train one employee or an entire leadership team, we have **flexible training solutions** that fit your business.

Get in Touch & Invest in Your Team’s Success

Investing in leadership, management, and professional development training is one of the most effective ways to boost team performance and productivity. If you’re looking to develop your managers, improve communication, or create a high-performing workplace, HR Champions Ltd has the training solutions to help.

Contact us today to discuss your training needs and find out how we can support you or your business with expert-led, results-driven training. Let’s work together to develop strong leaders, engaged teams, and a more successful business.

Get in Touch

Please complete the form and we'll get back to you

Name *

Company/Organisation *

Please enter who you work for or the entity you are enquiring on behalf of

I am enquiring for *

My organisation

Myself

Please, contact me via *

Phone

Email

Other

If 'other', please enter details along with your message.

Email address *

Phone Number *

+1

AfghanistanAland IslandsAlbaniaAlgeriaAmerican SamoaAndorraAngolaAnguillaAntarcticaAntigua and BarbudaArgentinaArmeniaArubaAustraliaAustriaAzerbaijanBahamasBahrainBangladeshBarbadosBelarusBelgiumBelizeBeninBermudaBhutanBoliviaBonaireBosnia and HerzegovinaBotswanaBouvet IslandBrazilBritish Indian Ocean TerritoryBrunei DarussalamBulgariaBurkina FasoBurundiCambodiaCameroonCanadaCape VerdeCayman IslandsCentral African RepublicChadChileChinaChristmas IslandCocos (Keeling) IslandsColombiaComorosCongoCook IslandsCosta RicaCote d'IvoireCroatiaCubaCuraçaoCyprusCzech RepublicDemocratic Republic of the CongoDenmarkDjiboutiDominicaDominican RepublicEcuadorEgyptEl SalvadorEquatorial GuineaEritreaEstoniaEthiopiaFalkland Islands (Malvinas)Faroe IslandsFijiFinlandFranceFrench GuianaFrench PolynesiaFrench Southern TerritoriesGabonGambiaGeorgiaGermanyGhanaGibraltarGreeceGreenlandGrenadaGuadeloupeGuamGuatemalaGuineaGuinea-BissauGuyanaHaitiHeard Island and McDonald IslandsHoly See (Vatican City State)HondurasHong KongHungaryIcelandIndiaIndonesiaIran, Islamic Republic ofIraqIrelandIsle of ManIsraelItalyJamaicaJapanJordanKazakhstanKenyaKiribatiKorea, Democratic People's Republic ofKorea, Republic ofKuwaitKyrgyzstanLao People's Democratic RepublicLatviaLebanonLesothoLiberiaLibyan Arab JamahiriyaLiechtensteinLithuaniaLuxembourgMacaoMacedoniaMadagascarMalawiMalaysiaMaldivesMaliMaltaMarshall IslandsMartiniqueMauritaniaMauritiusMayotteMexicoMicronesia, Federated States ofMoldova, Republic ofMonacoMongoliaMontenegroMontserratMoroccoMozambiqueMyanmarNamibiaNauruNepalNetherlandsNew CaledoniaNew ZealandNicaraguaNigerNigeriaNiueNorfolk IslandNorthern Mariana IslandsNorwayOmanPakistanPalauPalestinian TerritoryPanamaPapua New GuineaParaguayPeruPhilippinesPitcairnPolandPortugalPuerto RicoQatarReunionRomaniaRussian FederationRwandaSabaSaint HelenaSaint Kitts and NevisSaint LuciaSaint Pierre and MiquelonSaint Vincent and the GrenadinesSamoaSan MarinoSao Tome and PrincipeSaudi ArabiaSenegalSerbiaSeychellesSierra LeoneSingaporeSint EustatiusSlovakiaSloveniaSolomon IslandsSomaliaSouth AfricaSouth Georgia and the South Sandwich IslandsSouth SudanSpainSri LankaSudanSurinameSvalbard and Jan MayenSwazilandSwedenSwitzerlandSyrian Arab RepublicTaiwanTajikistanTanzania, United Republic ofThailandTimor-LesteTogoTokelauTongaTrinidad and TobagoTunisiaTurkeyTurkmenistanTurks and Caicos IslandsTuvaluUgandaUkraineUnited Arab EmiratesUnited KingdomUnited StatesUnited States Minor Outlying IslandsUruguayUzbekistanVanuatuVenezuelaVietnamVirgin Islands, BritishVirgin Islands, U.S.Wallis and FutunaWestern SaharaYemenZambiaZimbabwe

For which training are you enquiring

ILM Qualifications Dignity at Work/Sexual Harassment Insights Discovery (Colours) Mental Health Bespoke Leadership & Management Non-accredited Leadership & Management

Do you have an approved budget?

Yes

No

Your message

Please add any comments

hCaptcha security *

Request Callback

Last Name

Effective communication is the cornerstone of any successful business. Whether it’s between managers and employees, across departments, or with customers, the way we interact with others directly impacts productivity, efficiency, and overall workplace harmony. However, communication isn’t just about what we say—it’s about how we say it and, crucially, how others prefer to receive information.

This is where Insights Discovery Training comes in. Using a simple yet powerful four-colour personality profiling system, Insights Discovery helps businesses enhance collaboration, improve team dynamics, and even boost customer relationships. At HR Champions Ltd, we deliver Insights Discovery training that enables businesses to get the very best from their people by helping individuals understand their own communication styles and how to adapt to others.

The Insights Discovery System is based on four colour energies that represent different communication styles and behavioural preferences. Every individual embodies all four colours, but in varying degrees with one colour dominating. This shapes their approach to work, decision-making, and interactions with colleagues and customers.

The colour energies are:

• Cool Blue – Precise, Analytical, Structured.
  Cool Blue individuals are detail-focused, logical, and methodical. They thrive in structured environments where planning, accuracy, and deep analysis are required. Often found in roles such as finance, IT, or legal, they prefer to work independently, carefully considering all aspects before making decisions. - Strengths: Detail-oriented, organised, and reliable.
  
  
• Fiery Red – Decisive, Action-Oriented, Bold.
  Fiery Reds are natural leaders who thrive on action and results. They are assertive, competitive, and prefer direct communication. Often found in leadership, project management, or sales roles, they are goal-driven and expect quick, efficient responses. - Strengths: Dynamic, determined, and able to make fast decisions.
• Sunshine Yellow – Sociable, Enthusiastic, Creative.
  Sunshine Yellow individuals are energetic, charismatic, and thrive in social environments. They love brainstorming, networking, and working in teams. Often found in marketing, customer service, and creative roles, they bring vibrancy and positivity to the workplace. - Strengths: Engaging, optimistic, and great at building relationships.
  
  
• Earth Green – Empathetic, Supportive, Values-Driven
  Earth Green individuals are caring, patient, and focused on harmony. They value relationships and fairness, making them excellent in HR, coaching, or team-building roles. They prioritise team wellbeing and ethical decision-making. - Strengths: Compassionate, loyal, and great at resolving conflicts.

With more businesses adopting hybrid working models, communication has become more complex. Many employees no longer work in the office full-time, meaning face-to-face interactions have decreased. This can lead to misunderstandings, lack of cohesion, and difficulty in reading non-verbal cues. By using Insights Discovery, businesses can help their employees and managers understand different communication styles and adapt accordingly. This reduces friction, improves collaboration, and ensures that hybrid teams remain productive and engaged despite physical separation.

While Insights Discovery is invaluable for improving internal communication, it also offers powerful benefits for customer-facing roles, such as sales, account management, and customer service.
Recognising a customer’s dominant colour can help sales professionals adapt their approach, increasing the likelihood of a successful interaction. For example, selling to a Cool Blue, you might provide detailed data and logical reasoning to back up your pitch. Whereas, for a Fiery Red you would probably get better results by being direct, getting straight to the key points, and focussing on results.

By adapting to a customer’s preferred communication style, businesses enhance customer relationships, improve conversion rates, and build long-term loyalty.

Implementing Insights Discovery Training in your business leads to tangible improvements in workplace communication, team collaboration, and overall efficiency. Some of the key benefits include:

• Improved workplace relationships – Employees understand each other better, leading to less conflict and smoother collaboration.
• Stronger leadership – Managers learn how to adapt their communication to get the best from their teams.
• Enhanced customer interactions – Sales and service teams can tailor their approach to match customer preferences.
• Greater productivity – Teams work together more effectively, with less miscommunication and fewer inefficiencies.

At HR Champions Ltd, we offer Insights Discovery training tailored to your business needs. Whether for leaders, managers, teams, or customer-facing roles, our experienced trainer, Julie, brings real-world examples and practical exercises to help individuals immediately apply their learning in the workplace.

By investing in Insights Discovery, you’re not just improving communication—you’re enhancing team performance, strengthening leadership, and driving business success. If you’re ready to unlock your team's full potential, contact HR Champions Ltd today to discuss how Insights Discovery Training can benefit your organisation. Call us on 01452 331331 or contact us via our contact page to discuss Insights Discovery or any of our other courses that we can tailor specifically for your organisation.

Did you watch the BBC Panorama episode this week which tackled the question of whether we should still be working from home? If you missed it, it’s on BBC i-Player at https://www.bbc.co.uk/iplayer/episodes/b006t14n/panorama and it’s a worthwhile 30 minute watch.

The programme questions whether the working from home (WFH) culture, which became a necessity during the COVID-19 pandemic, continues to be justifiable and gives views from business leaders, academics and home working employees.

As businesses strive to return to pre-pandemic levels of productivity and collaboration, many employers are now requiring employees to return to the office for at least part of the working week. This stance has sparked debates between employers and employees, raising questions about productivity, fairness, and the future of work.

Many UK employers cite productivity and communication as primary reasons for asking employees to return to the workplace. Managers argue that face-to-face collaboration promotes creativity, improves problem-solving, and strengthens team dynamics—elements that are arguably harder to achieve in a fully remote environment. In industries where speed and efficiency rely on seamless communication, the absence of informal office interactions has highlighted the limitations of remote working.

Additionally, some employers feel that a physical presence helps to maintain a clear boundary between professional and personal responsibilities. While working from home, some employees may find it challenging to focus solely on work tasks, leading to concerns about accountability and productivity. Emptying the dishwasher or putting on another load of washing aren’t in most people’s job descriptions.

Unsurprisingly, not all employees agree with their employers' stance. Many claim they are more productive working from home, free from the distractions of an open office. Others cite personal responsibilities, such as childcare, as reasons for needing greater flexibility.

However, employers argue that personal obligations, including childcare, should not impact the terms under which someone is employed. Employment contracts typically specify hours and responsibilities, and businesses expect those terms to be fulfilled regardless of work location. This has become the main area of challenge for organisations striving to balance employee needs with operational demands.

In the Panorama programme, former M&S and Asda boss, Lord Stuart Rose, makes the point that there are many industries where employees simply do not have the option to work from home but still manage to cope with everyday challenges. Industries like retail, healthcare, and manufacturing clearly require an on-site presence. Even within the same organisation, disparities between remote-capable and on-site only roles can create feelings of unfairness and resentment among employees, challenging workplace cohesion and morale.

There has been some push-back from employees who are resisting the call to return to the workplace. As revealed in the Panorama programme, some employees in government bodies, such as the Office for National Statistics (ONS), are considering industrial action to retain their ability to work remotely. This highlights how deeply WFH has become ingrained in workplace expectations for some.

For many employers, WFH arrangements were implemented hastily during the pandemic, without fully considering the management challenges they would bring. Remote working demands different leadership skills, including setting clear expectations, managing performance, and ensuring effective communication. Without proper training, managers may struggle to maintain productivity or address the needs of remote employees.

This lack of preparation is now becoming evident as it becomes increasingly clear that managers require tailored training to adapt to these new dynamics, such as the leadership and management courses offered by HR Champions Limited, which can be customised for organisations with remote or hybrid employees.

Another issue that should not be overlooked is the impact on mental health. The lack of social interaction that comes with remote working can lead to feelings of isolation and loneliness, which employers have a duty of care to address. Some employees may unwittingly be damaging their own mental wellbeing by choosing to work at home in isolation rather than in a socially interactive workplace environment. Balancing flexibility with opportunities for team interaction is vital to fostering a mentally healthy workforce.

Despite the challenges, it is clear that WFH is here to stay, at least in some form. Many businesses will need to offer hybrid working options to remain competitive in attracting and retaining talent. Additionally, the new Workers’ Rights Bill, which may allow employees to submit a flexible working request from day one, could open a “hornet’s nest” of challenges for employers, requiring even greater flexibility in workplace arrangements.

In managing an organisation where home or hybrid working becomes culturally ingrained, businesses must adapt to its challenges. This includes addressing productivity concerns, managing fairness across roles, and supporting employees’ mental health. Investing in Leadership and Management training, such as the tailored courses from HR Champions Limited, can equip managers with the skills to get the best out of remote and hybrid teams. By preparing managers to lead effectively and maintain productivity, organisations can navigate the challenged successfully while fostering a supportive and inclusive workplace environment.

Speak to us about training opportunities for your managers and Team. Call us on 01452 331331 or contact us via our contact page to discuss our open courses or bespoke in-house training specifically for your organisation.

As we move tentatively towards 2025, UK businesses will face a raft of new challenges, not least the upcoming increases to the National Minimum Wage and employers’ National Insurance contributions. These changes will significantly impact operating costs, with well-known companies like Wetherspoons forecasting £25 million in additional costs. For smaller businesses, the pressure will be even greater.

Whilst the first instinct for many employers will be to look for cost savings, the smart ones will also be ensuring that their managers are equipped to maximise productivity and performance from their teams; a strategy that has never been more critical. Without being prepared with recognised and effective management techniques—such as those taught in our ILM-accredited courses —managers risk falling short in their ability to drive efficiency and maintain team morale in a cost-sensitive environment.

Many organisations inadvertently set managers up to fail by not equipping them with the necessary skills to lead effectively. These are the three biggest issues commonly observed in undertrained managers:

1.  Avoiding Difficult Conversations

A frequent problem among undertrained managers is the avoidance of challenging conversations; or rather, the avoidance of conversations about topics that might cause conflict, such as performance, conduct, or attitude. Whether it’s addressing an employee who is consistently underperforming or tackling inappropriate workplace behaviours, many managers lack the confidence or skills to handle such discussions. This avoidance allows problems to fester, leading to reduced productivity, poor morale among team members, and, in some cases, legal risks for the business.
Those challenging conversations, when handled effectively, can resolve issues swiftly and prevent escalation. Training managers in communication techniques and conflict resolution ensures they approach these situations with confidence, fostering a more open and accountable workplace culture.

2. Upward Bullying and Manipulation

Another surprisingly common issue is something we call “upward bullying”, where employees manipulate or intimidate their managers, undermining authority and creating a toxic work environment. Without proper training, managers may struggle to assert control, allowing these dynamics to disrupt department operations. Poorly managed teams tend to lack cohesion and purpose, resulting in missed opportunities and inefficiencies.
Formal management training teaches managers how to establish boundaries, build their authority constructively, and create a culture of mutual respect. By understanding how to respond to manipulation or bullying, managers can regain control and make sound, impartial decisions that benefit the entire team and the wider organisation.

3. General Poor Team Performance
Perhaps the most significant consequence of untrained managers is the poor performance of their teams. Many managers don’t know how to set clear, meaningful objectives or hold team members accountable for achieving them. Without this structure, productivity suffers, and the team’s potential is never fully realised.

This issue is closely linked to the avoidance of difficult conversations. Managers who are unable to address underperformance or provide constructive feedback will struggle to improve outcomes, leaving their teams operating well below capacity. Proper training provides managers with the tools to set SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals and objectives, monitor progress, and hold team members accountable.

The Business Case for Management Training

With rising costs on the horizon, UK businesses must focus on doing more with less. Well-trained managers are essential for ensuring that teams are not just meeting but exceeding performance expectations. Organisations that invest in management training now will be better positioned to weather the financial challenges of 2025 while maintaining employee engagement and retention.

HR Champions ILM-accredited courses are designed to equip managers with practical, actionable skills that can be immediately implemented in the workplace. From communication techniques and performance management to conflict resolution and strategic planning, these courses cover the full spectrum of leadership requirements.

Start 2025 with a fresh approach. There is no better time than now to plan for your managers’ training. By enrolling them in a programme starting in the New Year, businesses can set the tone for 2025, ensuring that managers are fully equipped to meet the challenges ahead. The techniques taught in our training courses lead to measurable improvements in performance early on, helping organisations maximise productivity and achieve their goals efficiently.

Investing in your managers is an investment in your business’s future. Equip your leaders with the skills they need to inspire, motivate, and deliver results in an increasingly competitive landscape. With effective training, you can stay ahead of your competition and the challenges of 2025 can become opportunities for growth and success.

Browse the training courses on our website where you can enrol delegates directly or call us on 01452 331331 or contact via our contact page to discuss bespoke in-house training specifically for your organisation.

Ah, Christmas; and with it, the company Christmas party, gathering or just drinks after work. A chance to celebrate success, boost morale, and encourage camaraderie among employees. However, there is also risk, particularly in light of the Workers Protection Act, which places increased responsibility on businesses to prevent inappropriate behaviour, particularly sexual harassment.

With many employees now working remotely or in hybrid models, some colleagues may be meeting socially for the first time, further complicating the dynamics of a festive gathering. Employers must recognise the unique risks of such events and it is incumbent upon them to take proactive measures to ensure events are both enjoyable and incident-free.

The Workers Protection Act also makes employers responsible for protection from external sources so equally consider events that involve suppliers, customers, individuals from other organisations or members of the public.

Understanding the Risks

• The Workers Protection Act and Inappropriate Conduct:
  Sorry to sound like a broken record but the Workers Protection Act has significantly increased employers' responsibilities to safeguard employees from inappropriate conduct, including sexual harassment, at work-related events. A Christmas gathering, even if held off-site and outside working hours, is considered an extension of the workplace. In the past we have had to deal with a number of incidents for clients to address inappropriate behaviour after it has happened. Now however, the responsibility on the employer is to prevent such behaviour occurring in the first place.
  
  
• Remote Working and Social Dynamics:
  The rise of hybrid and remote working means that many employees may have limited in-person interactions with their colleagues. At a festive event, where alcohol is often involved, this unfamiliarity can lead to misunderstandings about acceptable behaviour, increasing the risk of unintended conflicts or discomfort.
  
  
• Alcohol-Fuelled Incidents:
  Alcohol is almost synonymous with Christmas celebrations but can lead to lowered inhibitions and poor judgement. Overindulgence might result in inappropriate comments, aggressive behaviour, or decisions that can escalate into serious issues.

Mitigating the Risks

Proactive planning and communication are key to ensuring a safe and enjoyable Christmas gathering. Here’s how you can mitigate risks:

• Set Clear Expectations:
  While you don’t want to dampen the festive mood, it’s important to remind employees that the party is an extension of the workplace. Behaviour that would be unacceptable during office hours is equally unacceptable at the event. This message can be cascaded through line managers to avoid coming across as overly formal but ensure that it is consistent and not watered down by any managers who might miss the gravity of the message.
  
  
• Foster Inclusivity:
  Consider the diverse beliefs and preferences of your workforce. Ensure the event is inclusive by providing non-alcoholic beverages, catering for dietary restrictions, and considering the needs of those who may not celebrate Christmas as a religious festival.
  
  
• Plan Transport and Timing:
  Extend your duty of care to help employees get home safely. Organise taxis, provide reimbursement for travel expenses, or consider hiring a shuttle service. Avoid scheduling the party on a night where employees are expected to work the next morning, particularly if driving is part of their role.
  
  
• Limit Alcohol Consumption:
  If you’re providing alcohol, consider limiting the availability of free drinks or offering drink tokens to encourage moderation. Always ensure plenty of non-alcoholic options are available.
  
  
• Appoint Event Supervisors:
  Designate senior staff or HR representatives to discreetly oversee the event. Their presence can deter inappropriate behaviour and ensure swift intervention if issues arise.
  
  
• Address Issues Promptly:
  Again, remember that it’s the employer’s responsibility to ensure incidents do not happen in the first place, but if they do occur, deal with them immediately and follow up formally after the event. Take the matter seriously and investigate with meaningful listening. Be prepared as a manger that some serious action may be the result.

The company Christmas event should be a time to celebrate, but it also comes with responsibilities. By planning carefully and taking proactive measures, businesses can mitigate risks whilst enjoying a festive, inclusive atmosphere. Ensuring both your managers and your staff have undergone adequate training will remove some of the risk but remember that irregular events like those at Christmas some with their own set of complexities to navigate. Let your party be remembered for all the right reasons.

Your non-negotiable takeaways should be:

1. Communicate Behavioural Expectations: Remind staff informally about the expected standards of conduct before the event.
   
   
2. Document Policies: Make sure your policies on behaviour and consequences are clearly outlined in your employee handbook.
   
   
3. Provide Training: Equip managers with the skills to recognise and handle inappropriate behaviour. Training such as that provided by us at HR Champions can prepare them to effectively support employees while ensuring compliance with the Workers Protection Act.

For Dignity a Work courses, look through the training pages and our Dignity at Work Page on our website call us on 01452 331331 or contact via our contact page.