Struggling with Your Team? Here’s Why Ignoring HR Is Holding You Back
Managing people is tough. One day, everything is running smoothly, and the next, you’re dealing with performance issues, toxic behaviour, or an unexpected resignation. If you’ve ever felt like you’re constantly firefighting team problems, you’re not alone.
Most line managers don’t think they have an HR problem—until they do. Maybe a high performer quits out of nowhere, or one disengaged team member drags everyone else down. Or maybe you’ve tried handling a difficult conversation, only to realise you’re unsure what you can and can’t say legally.
The real challenge isn’t HR itself—it’s the natural resistance to dealing with it proactively. The good news? Taking small, strategic HR actions now will save you hours of frustration, countless headaches, and the risk of serious team problems down the line.
1. HR Isn’t About Policies—It’s About Making Your Life Easier
If the term “HR” makes you think of endless policies, paperwork, and processes, it’s time to reframe how you see it.
At its core, HR is about helping you lead people effectively. That means giving you the tools, frameworks, and strategies to:
Manage underperformers without endless back-and-forth.
Spot and fix engagement issues before they turn into resignations.
Handle conflict without making things worse.
Set expectations so you don’t have to repeat yourself 20 times a day.
Why This Matters for Your Team’s Success
Companies with strong HR strategies see higher productivity, stronger retention, and better leadership¹. In contrast, businesses that neglect people management often suffer from:
High turnover costs – It takes three to six months for a new hire to reach full productivity². Every time you lose someone, your workload increases.
Low team engagement – Poor leadership reduces team performance by 18%³.
Legal risks – Employment tribunals cost UK businesses an average of £8,500 per case⁴.
If you’re spending your week dealing with people problems instead of leading your team, HR might be the missing tool that makes your job easier.
2. The Hidden Costs of Avoiding People Issues
Most managers avoid difficult conversations because they’re awkward and stressful. But letting people issues fester only makes things worse.
How Avoiding HR Hurts Your Team
Low Morale = A Weaker Team
Teams with disengaged employees experience 37% more absenteeism and 18% lower productivity⁵. The longer you ignore the issue, the harder it is to fix.
Legal Compliance Risks
Think a casual chat is enough to resolve performance issues? If you don’t follow a fair process, you could accidentally breach employment law—even if you were trying to help. The average wrongful dismissal claim costs £12,000⁶.
Toxic Culture Leads to More Resignations
When one disengaged or disruptive employee is left unchecked, others lose motivation or leave. Toxic cultures triple absenteeism and cost UK businesses £77 billion a year⁷.
Case Study: The Manager Who Waited Too Long
A line manager at a fast-growing UK retail company noticed that one of their long-standing team members had become increasingly negative and resistant to feedback. Instead of addressing the issue early, the manager avoided the conversation, hoping it would resolve itself.
What happened?
The employee’s behaviour worsened, affecting team morale.
Two high performers quit, citing frustration with the workplace culture.
When the manager finally took action, the employee filed a grievance, escalating the issue into a formal HR case.
This manager spent months dealing with the fallout—all because they hesitated to address the issue early. A simple performance improvement plan (PIP) and clear expectations could have solved the problem before it spiralled.
3. How to Use HR as a Leadership Tool (Not a Burden)
HR isn’t about adding extra work—it’s about giving you practical tools to lead your team more effectively and with less stress.
Three Quick Wins to Improve Your People Management This Week
Set Clear Expectations: Make sure every team member knows what “good” looks like in their role. Unclear expectations are a top cause of underperformance and frustration.
Tackle Underperformance Early: Instead of waiting for problems to get worse, address them with a simple action plan:
Define the issue.
Set a timeframe for improvement.
Offer support and document the conversation.
Check In Regularly (But Keep It Simple): A five-minute weekly check-in helps you spot engagement issues before they turn into bigger problems.
The Bottom Line: The best managers aren’t the ones who avoid HR—they’re the ones who use it to build stronger, more engaged teams.
How Thrive. Makes People Management Easier for You
If you’re constantly putting out fires, struggling with difficult team issues, or feeling like you don’t have the right tools to manage people effectively, Thrive. can help.
We take the guesswork out of people management with practical HR strategies designed to:
✔ Reduce your workload by improving team performance.
✔ Help you handle challenging conversations with confidence.
✔ Give you step-by-step tools to manage people without stress.
Stop Firefighting and Start Leading
Managing a team is demanding enough—don’t make it harder by ignoring the people problems holding you back. HR isn’t your problem—but avoiding it is.
Imagine a workplace where your team is engaged, performance issues are dealt with quickly, and you spend more time leading instead of firefighting. That’s what good HR does—it gives you the tools and confidence to manage people effectively.
If you’re ready to take control of your team’s success, Thrive. is here to help.
Get in touch today to make managing people easier, not harder.Reference List
1. CIPD. (2023). The Business Case for Strategic HR Management.
2. Oxford Economics. (2024). The Cost of Employee Turnover in the UK.
3. Gallup. (2023). The Impact of Leadership on Workplace Productivity.
4. ACAS. (2024). Employment Tribunal Costs for UK Businesses.
5. LinkedIn Workplace Insights. (2023). Why Employees Stay: The Role of HR in Retention.
6. UK Government. (2023). Employment Tribunal Statistics: Wrongful Dismissal Claims.
7. UK Health & Safety Executive. (2024). Workplace Stress & Absenteeism Report.
