How to Prevent People Problems at Work

Most people problems are preventable.
Lateness. Absence. Rising tension. Sudden resignations.
These do not appear overnight. There are warning signs.

At HR Dept Solent, we help businesses across Portsmouth, Southampton, Fareham, and the wider Solent stop issues early with practical, proactive HR.

In this guide you will learn how to:

• Set expectations clearly from day one

• Train managers to spot early warning signs

• Deal with small issues before they grow

• Create safe and simple feedback channels

• Build and use fair policies that protect your people and your business

Prefer video? Watch the full breakdown here:

Why most people problems are preventable

Problems grow in silence. A vague role, a missed check-in, an unresolved niggle. Add pressure and time and you get conflict, burnout, and turnover. Proactive HR removes uncertainty and creates steady, fair habits that keep teams healthy.

Step 1: Set expectations early and clearly

Clarity prevents conflict.

• Provide a solid job description before day one

• Run a structured induction and a real probation review

• Schedule regular manager check-ins with clear goals and support

• Write down success measures in plain English

Quick win: Share a one-page role summary with outcomes, measures, and support. Review it at week 2, week 6, and at probation.

Step 2: Train managers to spot early warning signs

Managers see the signs first.

• Repeated lateness or missed deadlines

• Mood or attitude changes

• Growing friction between colleagues

Give managers the tools to act with confidence.

• Use a simple conversation script

• Keep brief notes of facts and next steps

• Know when to escalate to HR

Quick win: Create a one-sheet for managers. Signs to notice. Questions to ask. Who to call.

Step 3: Deal with small issues early

“The sentence that ruins a team is: let’s just leave it.”

Small problems send big messages if ignored.

• Address lateness, poor conduct, and unhelpful patterns early

• Be fair, calm, and consistent

• Follow your policy and document the outcome

Quick win: Use a light-touch early conversation. Describe the behaviour. Explain impact. Agree a clear next step and review date.

Step 4: Create channels for feedback

Most staff will not raise issues unless it feels safe.

• Monthly one-to-ones that actually happen

• Brief pulse surveys each quarter

• Anonymous option for sensitive topics

• An open door policy that means something

Quick win: Add one question to every one-to-one. “Is there anything making your work harder than it needs to be?”

Step 5: Build proper policies and use them

Policies are tools, not shelf fillers.

Cover the essentials:

• Absence and time off

• Disciplinary and grievance

• Flexible working

• Holiday and leave

• Performance reviews

• Use of company equipment and systems

Write policies in plain English. Train your managers to use them. Keep them up to date.

Quick win: Run a 60-minute policy refresher for all line managers this month.

A simple example from a 20-person business

A Southampton firm has two team leaders but no clear policies. Turnover has risen. One person is on long-term stress leave. Morale feels low.

What we do:

1. Review contracts and policies

2. Train managers on people basics

3. Set up monthly one-to-ones and probation reviews

4. Add a light feedback process

5. Audit recent leavers for lessons

Expected results in two months:
Less conflict. Fewer absences. More accountability. Better leadership habits.

Signs to watch this month

• Rising lateness or frequent short absences

• Missed deadlines with unclear ownership

• Silent meetings or visible tension

• Managers delaying conversations

If two or more appear, run a fast review of roles, check-ins, and policies.

Common mistakes to avoid

• Hiring without a clear role and outcomes

• Skipping inductions and probation reviews

• Treating policies as a tick-box exercise

• Expecting managers to “just know” what to do

• Acting only when a crisis hits

Need help to prevent people problems?

If you run a business in the Solent area and want steady, low-drama operations, we can help.

HR Dept Solent can support you with:

• Policy audits and updates

• Manager coaching and toolkits

• Absence and performance systems

• HR handbooks and induction support

• One-off interventions when something is brewing

Book a free consultation: hrsolent@hrdept.co.uk

We will review what you have, what is missing, and how to fix it quickly.