Spot where kindness, loyalty or habit may be making it harder to deal with performance, accountability or role clarity.
Eight direct questions help you identify where something is drifting, being worked around or costing more than you realise.
You’ll finish with a score, a clearer sense of what is really going on, and one practical place to begin rather than another enormous HR to-do list.
Eight questions. One score. Twelve honest minutes.
Spot where kindness, loyalty or habit may be making it harder to deal with performance, accountability or role clarity.
Eight direct questions help you identify where something is drifting, being worked around or costing more than you realise.
You’ll finish with a score, a clear sense of what is really going on, and one practical place to begin rather than another enormous HR to-do list.
A practical guide to awkward conversations at work, with clear examples of what to say, what not to say, when to pause, and when to get support.
Charities are usually very good at talking about purpose. The harder bit is making sure the people delivering that purpose are clear on what is expected of them, supported to do good work, and held accountable when things are not working.
That is exactly what this edition of The Little People Book explores.
Across eight short questions, it looks at the areas charity leaders often find hardest to talk about honestly: underperformance, hiring, expectations, reasonable adjustments, pay, accountability and the person everybody has quietly learned to work around.
There is no HR exam to pass and no perfect score to chase. The point is to help you notice where something may need attention before it becomes a much bigger people problem.
You’ll score each section as you go, then use the result to work out where your organisation is strong, where things are inconsistent, and what might be worth dealing with next.
Most people problems build slowly. A conversation gets delayed. A role becomes unclear. Somebody else picks up the slack. A manager keeps compensating because tackling it feels harder than carrying it.
And when you are running a mission-led organisation with limited time, money and capacity, it is very easy for that to become normal.
This guide gives you a quick, self-reflective way to look at what is happening now, without turning it into a giant HR project. It helps you spot the areas that may be draining time, confidence or performance, and gives you a practical place to start.
Does your workplace assess capability or reward a particular way of presenting it? Use this checklist to review recruitment, communication, training and individual support for dyslexia at work.
Supporting ADHD at work starts with how work reaches people. Explore practical ways to clarify priorities, reduce interruptions and agree individual support that helps employees deliver sustainably.
Domestic abuse can show up at work in ways that are easy to misread. Franzi Schimm reflects on her conversation with Cheryl Sharp about what employers should notice, how managers can respond, and the practical support workplaces can offer.
Finding the right people can be one of the biggest barriers to growth.
