Are you managing HR in a small employer who often comes in to work with a plan, only to realize at the end of the day that nothing on your list got done?
Those quick drop-bys or pop-ins for a simple question often turn into 30 min convos about recipes or swapping pet pictures. Don’t get me wrong, building relationships is an important part of the job, and most of us (me) definitely enjoy genuinely connecting with employees.
But let’s face it, those unplanned chats are not exactly helping us tackle our to-do lists. The more I think about this, the more I start to think about the root cause. I ask myself, why is it that employees always seem to come to HR first, even for the little questions? And why do managers constantly direct every employee question our way?
As an HR professional who is in the trenches with you, I know the demands of managing and supporting people feels overwhelming at times, especially when driving the department on your own or even when being a part of a small team. That is why I firmly believe that all leaders - not just us folks in HR - should be equipped with some foundational HR skills.

For small HR teams, having leaders (and teammates) who are equipped to handle these foundational tasks can be a game changer. It frees up HR to focus on bigger-picture initiatives while ensuring employees feel supported every step of the way. And for leaders, mastering these skills strengthens your ability to lead with empathy, fairness, and effectiveness.
Even when I worked on a large in-house HR team, it was my sole mission to get all people leaders up to speed with these tasks. While there was a bit of pushback at first, as employee issues came up - they were able to assist the employees quickly and smoothly without having to reach out or send anyone to HR. In turn employee - manager relationships went up and the noise in the HR office started to go down…even if only for a couple of days each month.
The truth is, HR is everyone’s job to some degree. When leaders step up in these five areas, they’re not just supporting HR, they're building a better workplace for their teams. So, whether you are a solo HR pro or part of a small team, don't be afraid to share these tips with the leaders you support. Sometimes all it takes is a little guidance to show them how they can make a big impact.
1. Employee Relations: Addressing Concerns Before They Escalate
One of the most important things a leader can do is address employee concerns early and effectively. I know this might feel uncomfortable, but the reality is that in small teams, where HR often juggles multiple responsibilities, leaders are usually the first point of contact for employee issues. Being approachable, actively listening, and willing to have uncomfortable conversations can stop small problems from turning into bigger ones.
A common issue I often see and experience is ongoing tension between two employees. Whether it’s ignored, brushed aside after venting to a leader, or left without any encouragement to find a resolution, this kind of tension can quickly snowball into miscommunication, frustration, and even turnover. Leaders don’t need to solve every issue on their own, but they should know how to spot problems, encourage open conversations, and involve HR when necessary.
Addressing conflict at work isn’t a skill everyone is naturally equipped with, and it’s rarely something we’re trained on. So, here are some practical suggestions to help you navigate these situations, whether you’re a new leader or just need a quick refresher:
Start with curiosity, not judgment. Ask open-ended questions to create a safe space for honest conversation. Listen actively by maintaining eye contact, using open body language, and summarizing what you hear. Act quickly and fairly to address concerns before they grow.
Be consistent in how you handle situations, regardless of someone’s role or performance. Follow up to show commitment. A simple check-in like, “How have things been since we last spoke?” keeps communication open and builds trust. Finally, know when to involve HR. For sensitive or complex issues, don’t hesitate to loop them in for support.
When leaders approach conversations with curiosity, active listening, fairness, and follow-up, they create trust and encourage open communication.
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2. Basic Policy Enforcement: Setting the Tone for Fairness
Let’s be honest, policies aren’t the most glamorous part of running a business. For small employers and start ups, they can feel like something to worry about later, once the team is bigger, the workload is steadier, or there’s more time to focus on the “HR stuff.” But here’s the reality: policies are foundational, no matter the size of your organization. They are the unsung heroes of the workplace.
When implemented early, policies don’t have to be lengthy, complicated documents. In fact, simple, clear, and straightforward policies are often the most effective. They provide clarity, set expectations, and make it easier for everyone to operate with consistency and fairness.
Why do policies matter? Every leader and leaders sets the tone for how policies are applied. Whether it’s addressing time and attendance, managing PTO requests, or handling performance concerns, leaders need to understand core policies and apply them consistently. Bottom line, fair and transparent policies build trust.
When leaders enforce policies fairly and transparently, they create an environment where expectations are clear, accountability is shared, and respect is mutual. Policies aren’t about creating rigid rules, they’re about creating shared agreements that help everyone understand how the organization operates.
For start-ups and small employers, the goal isn’t to have a policy for everything. Instead, focus on the basics:
Clear guidelines for attendance and time-off requests
Standards for communication and workplace behavior
Processes for addressing performance concerns
These don’t need to be 50-page manuals, they just need to be clear, accessible, and consistently applied.
So, whether your team is 5 people or 500, policies aren’t just paperwork, they’re tools for building trust, reducing ambiguity, and fostering a healthy workplace culture. And that’s something every organization, no matter the size, can benefit from.

3. Guiding Employees to Resources: Empowering Self-Service
Sometimes it feels like employees expect leaders, even HR, to have all the answers. But in reality, that is just impossible! While none of us sit around, hopefully, waving our hands as if we do know everything, leaders and HR should know how to guide employees to the right resources.
Whether it’s helping someone understand their benefits, locate an important form, or find answers to an HR-related question, we all play an essential role in connecting employees to the tools and information they need.
I’ve worked with leaders and even folks in HR who felt they needed to memorize every detail about benefits or policies. Let me tell you: you don’t. What’s more important is knowing where to look and encouraging employees to use available self-service platforms or internal documentation to find their answers. When business leaders empower employees to find answers on their own, it builds confidence and reduces unnecessary back-and-forth.
4. Performance Management: Feedback and Growth
Performance management gets a bad rap, and honestly, I get it. It’s often tied to stiff, formal processes that feel more like a check-the-box exercise than a meaningful conversation. But at its core, performance management is really about growth, development, and connection - and I’ve seen it work best when there’s buy-in from everyone, top to bottom.
One thing I always emphasize to people leaders is the importance of regular one-on-one meetings with their team members. These don’t need to be long or overly formal, but they create space for ongoing feedback and real conversations about growth.
Think about it this way: Instead of waiting for an annual review to tell someone they need to improve their communication skills, why not bring it up in the moment? Real-time feedback gives people a chance to adjust and improve while feeling supported, not blindsided months down the line.
If giving feedback feels awkward or you’re not sure where to start, here are two simple frameworks I’ve found really effective:
The COIN Method
Context: Set the stage "During the client call this morning..."
Observation: Share what you noticed "It seemed like you were distracted or focused on something else..."
Impact: Explain the effect "It made me and the client feel like you weren’t fully engaged or invested in the conversation..."
Next: Suggest a change "Next time, please try to eliminate distractions and stay focused so we can build stronger client relationships."
Start-Stop-Continue Framework
Start: Something I’d love for you to start doing…
Stop: Something I’d like you to stop doing…
Continue: Something you’re doing great that I’d love for you to keep up...
Both of these approaches keep things clear, actionable, and non-confrontational. When performance management stops being a once-a-year formality and becomes a regular, open dialogue, it transforms into something incredibly powerful - for individuals, teams, and the organization as a whole.
At the end of the day, it’s all about creating space for honest conversations and supporting each other’s growth. And that’s something I think we can all get behind.

5. Onboarding Support: Welcoming New Hires
Raise your hand if you’ve ever been thrown straight into the chaos of a new job with little to zero onboarding. Yeah, same here. Lucky for me, I don’t mind a little heat. But let’s be honest, that’s not a great strategy for long-term success and should not be a strategy to lean on.
When we zoom out and think about the big picture, onboarding isn’t something to rush through or leave to chance. It’s worth slowing down, planning thoughtfully, and recognizing that onboarding isn’t just HR’s job - it’s a shared responsibility across the organization.
When working with small employers or start-ups, onboarding can sometimes feel like a luxury.
Day 1 often looks like: fill out some paperwork, meet a few people, and boom off you go to conquer the world. But here’s the thing: that’s just not realistic.
Onboarding sets the tone for an employee’s entire experience.
HR might handle logistics like paperwork, benefits enrollment, and compliance training, but leaders play a critical role in making new hires feel welcome, connected, and confident in their roles.
When I think about great onboarding, it’s not just about showing someone their desk or giving them a virtual tour and crossing your fingers. It’s about:
Taking time to introduce them to their teammates.
Explaining how their role contributes to the bigger picture.
Checking in regularly during those critical first weeks and months.
Paperwork and team introductions are just half the equation. The other half is ongoing, intentional, check-ins over the first 30 days, 90 days, six months, and even the first year.
We encourage our clients (and practice this internally) to use skills frameworks for every role.
These frameworks outline the hard and soft skills employees should have:
Upon hire
By 30 days
By 60 days
By 90 days
By six months
By their one-year mark
During check-ins, leaders and employees can review these frameworks together, identify opportunities for growth, and set meaningful goals. Accountability is everything.
Additionally, it’s important to remember that small gestures that leave the biggest impact:
Inviting a new hire to lunch
Setting up a casual team coffee chat
Taking an extra five minutes to ask, “How’s everything going so far?”
When leaders truly invest in onboarding, it’s not just about setting up systems - it’s about setting people up for engagement, connection, and long-term success.
So, let’s agree: onboarding isn’t just a checklist. It's the foundation of everything that comes after. Slow is fast, and great onboarding pays off every single time.When it comes down to it, HR is a team sport, and people leaders are key players.
By stepping up in these five areas, you’re not just lightening HR’s load; you're actively shaping a stronger, more connected workplace. Sure, it’s going to feel like one more thing to add on your already full plate, especially at first; but trust me, the payoff is worth it.
When people leaders invest in these foundational skills, they create a ripple effect that benefits everyone: employees, HR, and the business as a whole.
So, let’s ditch the mindset of “That’s HR’s job” and embrace a shared responsibility for building the kind of workplace we all want to be a part of. Deal? Okay, let’s do this.
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