It's not the size, it's how you use it.

I want you to consider a question we HR folk get asked time and time again: How big should a team be before you need HR support?

From the moment you hire your first team member, you’ve unwittingly embarked on your HR odyssey. If your team is a cosy gathering of five or fewer, chances are you’re winging it with some expert Googling and a few calls to ACAS (0300 123 1100) – and it's probably working, right? However, as your team grows, so does the complexity of employment practice. Suddenly, you have differing individual needs, growing team relationships, and almost 100 statutory rights to cater to. Not to mention all the LinkedInfluencers eagerly pointing out all the ways you’re doing it wrong, amIright? (“No!”, shout the LinkedInfluencers)...?

So, when do you need HR support? It might be when informal chats are no longer enough to resolve issues, or when understanding employment law feels like trying to read Stalingrad in Wingdings (niche reference, I know). Maybe it's when you're spending more time playing Santa with pay reviews than actually steering the ship of your agency. For many, the penny drops when their team, probably wearing that 'we need to talk' look, stages an intervention for HR support.

If you’re a small team, the thought of seeking HR guidance might seem like an extravagance. However, as hindsight has often demonstrated, this is a crucial stage in establishing what kind of employer you’re going to be, and how well-prepared your team is for growth. Laying the foundation early is a great way to save yourself some time and money later down the line. Have you ever tried to assemble an IKEA wardrobe using your ‘natural instinct’ alone? I have. It kind of looked like a wardrobe, but there were bits left out and it wasn’t quite right. Anyway, I had to take the whole f***ing thing apart and - WAIT - there’s a better metaphor: a stitch in time saves nine.

Ok, so what can HR actually do?

Whenever I tell anyone I work in HR, it’s usually met with “Ahh so hiring and firing” and my cold lizard heart gets a little colder. I want to tell them all about what HR really is, and how COOL I am, but I normally can’t be bothered - I just silently run my index finger across my neck, then point at them, then walk away. But since you’re reading this, I’ll give you a handful of examples of how HR can help you:

• Laying solid foundations: A good HR function ensures your team structure, policies and processes are secure, considered, and scalable
• Legal proofing: Staying on top of employment laws and regulations is vital, and there are updates twice a year! HR will help you avoid nasty legal surprises and remain compliant
• Finding and keeping: Attracting and retaining the right people for your business is crucial. HR helps craft roles and career paths that attract great teammates
• Driving performance: Communication and clarity when it comes to performance is key. An HR pro can help your team set achievable goals, provides feedback mechanisms, and ensures that team contributions are rewarded
• Workplace Culture: Your culture is defined by your actions, that’s a hard fact. HR can identify what your team culture is, assess where and how you can improve, and then harness all the good stuff to enhance and define your cultural values and identity.
• People stuff: Finally, importantly, HR folk are great at navigating the everyday (and sometimes not so everyday) events, quirks and intricacies of human beings. We lend an ear, offer advice, work through bundles of emotional wool, and provide a balanced perspective.

Give me the specifics

Right, less of the theory, here’s the practice. Here’s an overview of what (I think) you need as soon as you become an employer:

• Sound contracts
• An employee handbook
• All the right paperwork (right to work etc)
• Health & Safety compliance
• A system for your basic people processes
• Basic employer training

As you start growing, you’ll probably want to start thinking about:

• Team Values
• Individual and customised policies for your handbook
• Performance tracking
• Reward and benefits
• Learning and development
• Team engagement and wellness
• A more robust HR system and software

If you’re approaching the 20-people mark, it’s time to start thinking about how your everyday HR needs are met, and who does them. This is the best time to hone your internal processes like onboarding, reviews, and progression. And hey, you saw this coming, it’s wise to work with an expert when shaping this stuff - even if it’s just a bit of guidance on your way!

WHY am I telling you this?

I want to tell you that you can take this HR stuff on yourself, and you know what - you probably can. But will you enjoy it? Do you have the time? The Pod has a new product, and I think you’re gonna like it…

Introducing: Podline.

It’s a flexible, low-cost subscription service for teams of 10 people or under, and it could just be the best way to kick off 2024 (ok, maybe there are more exciting ways to do this, but it’s still good).?

For ￡250 a month, you get your very own HR boffin just a call away, as and when you need them. Whether it’s guidance on specific issues, HR coaching for your leaders, or just having someone your team know they can talk to - we can help.

So, if you’re ready to take off your Santa hat and start the New Year with a bit of extra support - get in touch at [email protected]!