Got an employee problem and no idea what you can do?
Maybe someone isn’t performing. They’re constantly off sick. Their probation isn’t going well. The team has had enough. Or you know someone needs to go, but you’re worried about getting it wrong.
That’s exactly what we’re here for.
You don’t need to know which policy applies, what process you should be following, or even exactly what kind of HR problem you’ve got.
Tell us what’s happening and we’ll help you work out the sensible next step.
Cape Consulting supports businesses with employee relations, performance, absence, difficult conversations, restructures, recruitment and the general people stuff that lands on your desk when you least need it.
No HR waffle. No judgement. Just help.
That’s exactly what we’re here for.
You don’t need to know which policy applies, what process you should be following, or even exactly what kind of HR problem you’ve got.
Tell us what’s happening and we’ll help you work out the sensible next step.
Cape Consulting supports businesses with employee relations, performance, absence, difficult conversations, restructures, recruitment and the general people stuff that lands on your desk when you least need it.
No HR waffle. No judgement. Just help.
These are the questions employers ask us every day.
Potentially, yes. But probation doesn’t mean normal employment rules stop applying, and how you handle the dismissal still matters.
Talk through a probation issue
Start by working out whether this is a performance issue, a training gap, unclear expectations or something else. The right next step depends on what’s going wrong.
Don’t ignore the impact on the wider team, but don’t jump straight to labels either. You need to understand what behaviour is causing the problem and deal with that clearly.
Possibly, but it depends on their contract, how they currently work and whether there are any flexible working or reasonable adjustment issues involved.
Not automatically. Employees can make flexible working requests, but employers can refuse them in certain circumstances if the request is considered properly.
Don’t accuse them without evidence. Look at the absence pattern, follow your normal sickness process and make sure you understand what’s actually happening before taking action.
You don’t necessarily need them to like each other, but you do need them to work together professionally. The first step is usually understanding what’s driving the conflict and what impact it’s having.
Reasonable adjustments may need to be reviewed and changed over time. If they’re no longer helping, or they’re creating other issues, it’s worth looking again at what’s reasonable and workable for both sides.
Start by identifying what’s actually causing the problem. Poor performance, behaviour, conflict and capability all need different approaches, so getting clear on the issue is the first step.
Sometimes, but employee monitoring needs to be proportionate, transparent and handled carefully. What you can monitor, and how, depends on why you’re doing it and what employees have been told.
Potentially, but redundancy is about the role or the business need changing. If you’re effectively replacing the same role with another person, that can create problems.
Keep the conversation specific and evidence-based. Focus on the behaviour, the impact and what needs to change, rather than getting pulled into arguments about personality or intent.
We promise, we know more than ten things.
Tell us what’s happening and we’ll help you figure out the next move.
No HR waffle. No judgement. Just help. We Promise.
Got an employee problem, awkward situation or HR question you’re not quite sure how to handle?
Tell us what’s going on. It doesn’t need to be perfectly explained.
You’ll speak to an experienced Cape Consulting HR professional who’ll help you understand the situation, the risks and your options.
You’ll leave the conversation clearer on what needs to happen next, whether that means handling it yourself or getting Cape Consulting involved.
