Your essential guide to recruitment and people management

People management is everything you do to hire, engage, care for and get the best out of your team. It’s not just about policies or processes – it’s about making sure your people feel supported, heard and able to thrive at work.

From reducing absence and staff turnover to boosting productivity and morale, good people management is a powerful driver of business success. And while there’s no one-size-fits-all definition, the goal is the same: create a working environment where your team can do their best work – and want to stay.

Explore more about people management and the benefits for your business.

A clear strategy for recruitment and people management helps you align your team with your wider business goals – without burning out your people or your resources. It’s about asking: what role do your people play in delivering your growth plans, and how can you support them to succeed?

From productivity and engagement to hiring and upskilling, setting people-focused goals early can save you time, stress and disruption later on.

Learn how to align your people strategy with your business goals.

A good strategy sets the direction, but it’s your plan that turns it into action.

Planning helps you break down high-level people goals into specific, manageable tasks. Start by asking what influences the outcome you want, then explore what you can do about it. For example, if you want to reduce absence, look at what’s causing it, and what practical steps could help.

To stay focused, prioritise your ideas using an Impact vs Ease matrix. That way, you’ll know where to start and avoid getting overwhelmed. Once you’ve chosen your tactics, build a simple plan with clear responsibilities, deadlines and ways to measure progress.

With a strong, realistic plan in place, it’s much easier to stay on track and make a real difference to your team.

Find out how to turn your recruitment and people goals into achievable, high-impact actions.

When starting a new business, it’s vital to get your HR and employment basics right from day one. From legal compliance and right-to-work checks to setting clear policies, contracts and payroll systems, having a solid employment framework helps you avoid costly mistakes and build a strong team.

Good HR processes also show your commitment to a fair and supportive workplace – something future employees will value.

Follow this checklist to stay compliant, attract great talent and lay the foundations for long-term success.

A strong employer brand helps attract and keep talented people by showing what makes your business a great place to work. Start by encouraging employees to share their stories and experiences – real people make your brand relatable. This includes leaders who are passionate and communicate openly. They can help to humanise your business and inspire others.

Visuals often speak louder than words, so you can also use social media to showcase your culture, achievements and the working environment. Providing opportunities for growth and ensuring clear, consistent communication both inside and outside your business strengthens your brand further.

Learn more about building an employer brand that draws the right people to your team.

Hiring your first employee is a big milestone – and getting it right can make a huge difference to your business.

Begin by identifying where support is needed most and creating a clear, jargon-free job description that outlines what the role involves and what kind of person you’re looking for.

You can use a mix of recruitment channels to reach the right candidates, and make sure your selection and interview process is fair, focused and thorough. Once you’ve found the right fit, a structured induction will help them feel welcome, confident and ready to contribute.

Learn more about hiring your first employee and setting them up for success.

A clear, compelling job description helps you attract the right candidates. When hiring, it’s your first chance to make an impression, so every detail matters, from the job title and salary to benefits and expectations.

Well-written job descriptions are clear, realistic, and reflect the true needs of the role, while highlighting what makes your business a great place to work. Getting this right means you’ll find candidates who fit your team and culture.

Explore how to write a job description that helps you stand out and hire the right person.

Digital recruitment tools can streamline and strengthen your hiring process, helping you save time, reach better candidates and stay compliant.

Applicant Tracking Systems (ATS) and Human Capital Management (HCM) software can automate job postings, screen CVs and manage candidate communications, while video interviewing and assessment tools offer flexible, data-driven ways to evaluate applicants.

With so many solutions on the market, it’s worth comparing options based on your needs, budget and hiring goals.

Learn how recruitment technology can make your hiring process more efficient and effective.

Offering the right salary is key to attracting and keeping top tech talent.

In a competitive market, underpaying skilled tech professionals can cost you more in the long run – from recruitment fees to the risk of losing expertise. Whether you’re hiring for the first time or reviewing existing pay, it’s vital to benchmark salaries, understand employee expectations, and be ready to offer more than just money if budgets are tight.

Discover how to approach tech salaries with confidence.

You’re legally required to provide a pension scheme for eligible employees – even if you only have one.

From day one of employment, UK employers must automatically enrol eligible staff, contribute to their pensions, and stay on top of ongoing duties like communication, re-enrolment, and record-keeping. With clear rules on who qualifies and how much to contribute, it’s essential to get it right.

Learn what’s expected of you and how to meet your workplace pension duties with confidence.

Pensions can also have strategic benefits for your business including tax saving and employee wellbeing opportunities that can be worth considering.

If you’re thinking about offering some additional perks to your team, you’ll need to understand the tax implications first.

From company cars and private medical cover to team socials and relocation support, employee benefits can boost morale and enhance your recruitment offer. But they also come with tax and reporting responsibilities that vary depending on the type of benefit. Some are tax-free, others come with National Insurance costs.

Use this guide to explore what counts as a benefit in kind, how to report them correctly, and how to stay compliant while supporting your team.

As an employer, you’re responsible for ensuring that every employee and job applicant is treated fairly, regardless of their background, identity, or personal circumstances.

This means taking active steps to prevent discrimination and promote equal opportunities at every stage of the employee journey – from recruitment and onboarding to pay, promotion and day-to-day workplace culture. Doing so will help you meet your legal obligations under the Equality Act 2010, avoid costly tribunal claims, and build a stronger, more motivated team.

Find out more about:

• What providing equal opportunities means in practice and how to build a more diverse, inclusive and fair working environment that benefits everyone.
• The five categories of discrimination outlined in UK law – including direct and indirect discrimination – and learn how to identify and address them in your business.
• How you can avoid discrimination in your recruitment process, such as watching out for unconscious bias and making fair, objective decisions based on skills and merit.

An employment contract sets out the legal relationship between you and your employees, covering rights, responsibilities, and key terms. While some terms are written, others are implied by law or good practice.

It’s essential every employee gets a written statement detailing job duties, pay, hours, holiday entitlement, and other conditions early in their employment. Making sure your contracts comply with legal requirements protects both your business and your staff.

Learn more about creating employment contracts that cover everything you need.

A positive induction helps new employees feel welcome, understand their role, and get off to a strong start. Good induction covers not only practical information like policies and procedures but also introduces your company culture and values.

Taking time to plan a structured, engaging induction reduces turnover, boosts confidence, and sets clear expectations. Making the induction process work well benefits both your new hires and your business.

Learn more about designing an induction process that works for your business.

If your people feel connected, supported and motivated, they’ll bring more energy and commitment to their work, and your business will feel the benefit.

Staff engagement isn’t just about perks or performance reviews. It’s about creating a workplace where people feel trusted, included and appreciated. That might mean recognising a job well done, offering flexible working, or giving employees the freedom to shape how they work.

Relationships matter too – between colleagues, with managers, and across the wider business. So, make time for honest conversations, encourage social connections, and lead by example.

From day-to-day communication to long-term development, there are plenty of ways to boost engagement without blowing the budget.

Find out how to engage your staff and keep them happy, productive and proud to work with you.

A strong, inclusive culture shapes how people feel, behave and perform at work, helping everyone thrive.

It’s not just about policies or perks, but how you treat each other every day. Encourage open conversations, celebrate differences and lead by example. Everyone contributes to the culture, so it’s important to stay self-aware and open to change.

By building a workplace where people feel respected, supported and able to be themselves, you’ll boost morale, improve collaboration and retain great people.

Learn more about what an inclusive culture looks like, and how to make it a reality in your business.

A creative approach to employee rewards can help you build a more positive, motivated and productive workplace.

People want to feel recognised – not just for what they achieve at work, but for who they are as individuals. While money has its place, it’s often the thoughtful, personal and unexpected rewards that have the most lasting impact. From flexible working and time off to celebrating personal milestones or running a team away day, the options are endless.

Mixing up your rewards helps you reach more people, boost morale, and create a workplace where wellbeing and appreciation go hand in hand.

Explore practical ideas to reward your team and create a culture where people feel seen, valued and inspired.

If rising costs are a concern, learn how you can retain staff without hurting your bottom line.

Every business has a legal responsibility to protect the health and safety of its people – including staff, customers and visitors.

It might sound intimidating, but health and safety doesn’t have to be complicated. Whether you’re a sole trader or employ a team, there are practical steps you can take to identify and manage risks in your workplace. From appointing a competent person to carrying out a risk assessment and keeping the right records, it’s all about creating a safe, supportive environment for everyone.

Health and safety is also good for business. It helps protect your people, your reputation and your bottom line.

Discover the essential actions you need to take to stay compliant and keep your people healthy and safe.

When completing risk assessments, you may also find it helpful to consider different scenarios, for example summer issues, adverse weather conditions, and employees working from home.

The UK Government’s Worker Protection Act came into force on 26 October 2024, making it a legal requirement for employers to proactively prevent sexual harassment at work, which you’ll need to factor into risk assessments and training plans.

Stress is one of the biggest causes of employee absence, costing UK employers billions of pounds each year. But with the right support in place, you can reduce its impact and help your team thrive.

Spotting the early signs is key – look out for changes in behaviour, increased absence or dips in performance. Encouraging open conversations, adjusting workloads or working hours, and signposting support such as Employee Assistance Programmes (EAPs) can make a real difference.

By creating a supportive, non-judgemental culture, you’ll not only protect your team’s wellbeing but also strengthen your business.

Explore practical ways to identify and reduce stress in your workplace.

UMi Sat Nav subscribers can also watch our work-life balance webinar with Croner’s Fraser Kennedy.

A wellbeing policy shows your team you care, which can go a long way towards building a happier, healthier and more productive workplace.

It doesn’t need to be complex or expensive. A good wellbeing policy simply brings together the ways your business supports staff – from flexible working and mental health support to social activities and healthy snacks.

The key is making it relevant to your people and involving them in the process, so it feels authentic and inclusive. Regular reviews will help you keep it fresh and effective as your business grows. Even small changes can have a big impact when they’re part of a thoughtful, joined-up approach.

Explore practical steps to create a wellbeing policy that fits your business and makes a meaningful difference.

When generating ideas, you can consider different scenarios and needs – for example, how you can support employees going through the menopause, working from home, during summer and around Christmas.

Good mental health is just as important as physical health. Businesses that prioritise it see real benefits, from improved performance to lower absenteeism.

Building a positive culture where staff feel safe to speak up is important. That means clear leadership, open conversations, and practical support, such as mental health first aiders, wellbeing activities, and flexible working options.

Listening to your employees, recognising that everyone’s experience is different, and encouraging a healthy work-life balance are all vital steps in supporting your team.

Find out how to create a mentally healthy workplace that works for everyone, and how to support employees who are experiencing challenges with addiction and mental ill health.

There are several aspects to managing an employee’s performance, with objective-setting and performance reviews playing a central role.

As part of this, you or your management team may tackle conversations around negotiating financial packages, identifying promotion opportunities, training, recognising achievements, delivering constructive feedback, and spotting where drama triangles may be disrupting team harmony.

All of this requires strong leadership and management skills, and a commitment to continuing professional development to cultivate the qualities that will drive your success.

In Professional Development offers UMi Sat Nav users a 15% discount on its courses.

Training isn’t just for new starters – it’s a key part of helping your whole team grow with your business.  

Whether you’re welcoming a new recruit, promoting someone into a management role, or rolling out a new product, the right training can build confidence, boost performance and show your people they’re valued. That might mean a formal course, on-the-job mentoring, secondments, or a quick knowledge share across the team. The best approach is one that fits your goals, budget and people.

To get the most out of any training, be clear about what you want to achieve, involve line managers, and make time to gather feedback.

Explore practical ways to build skills and motivation across your team – from onboarding to personal development.

You may also find it helpful to consider succession planning to ensure that your business’s long-term future and any unplanned events are covered.

When things go wrong, you or your management team may find yourselves handling some tough conversations to address employment issues. Situations might include:

• Delivering constructive feedback
• Addressing conflicts
• Responding to a grievance and initiating disciplinary procedures
• Investigating a sexual harassment complaint

In all these types of conversations, it’s important that you listen well, stay calm and remain impartial. You may need to ask questions to get more information, so stay curious and open-minded as you investigate or explore issues.

You can get specialist advice and support from Croner, Acas or your outsourced HR provider, if you have one.

Whether an employee chooses to resign or you have to make the difficult decision to dismiss them, ending an employment contract needs to be handled fairly and professionally.

There are legal steps to follow when dismissing someone, including having a valid reason and following a proper process. If an employee resigns, you’ll need to agree what happens during their notice period – whether they work it, take garden leave, or receive payment in lieu.

Either way, it’s important to communicate clearly, sort out final pay and handovers, and make sure access to systems and equipment is properly managed.

Handled well, a departure doesn’t have to cause disruption, and it protects your business and team.

Learn how to manage employee exits with confidence and care.

Redundancy is one of the hardest things any employer has to deal with, but if roles are no longer needed, it may be the only option. How you handle it matters.

You must follow a fair process, including clear communication, meaningful consultation, and objective selection criteria.

Employees may be entitled to redundancy pay, notice periods and support finding new work. The law sets out specific rules, especially if you’re making 20 or more roles redundant at once.

Voluntary redundancy can sometimes help reduce the need for formal selection, but even then, you still need to treat people fairly and respectfully throughout.

It’s a tough time for everyone involved, but with the right approach, you can manage the process responsibly and minimise disruption.

Find out how to handle redundancy fairly and with care.

Closing a business is never easy. While you’ll have a lot to manage, looking after your people should be a top priority.

Be open and honest from the start. Clear, timely communication helps reduce uncertainty and shows respect for your team. Emotional support is just as important, so give people space to process what’s happening and consider offering access to counselling or peer support.

You can also help employees move forward by connecting them with training, job search tools, and financial advice. Even small steps, like a CV workshop or networking event, can make a big difference. And when the time comes, mark the end with appreciation – a thank-you event or farewell message can help people leave with pride, not just sadness.

Find out how to support your team with empathy, clarity and practical guidance during a business closure.