Jessica O'ConnorMore than half of organisations say their managers lack confidence in handling people issues, contributing to unnecessary escalation and increased legal risk, according to research from WorkNest.
The survey of UK organisations found that 56% reported their managers were ‘not very’ or ‘not at all’ confident dealing with employee relations matters.
Over two-thirds (68%) said issues had escalated due to delays or poor handling, while 43% reported having faced an employment tribunal claim linked to a people issue.
The findings also indicated inconsistent approaches to managing employee relations.
One in three organisations (33%) said people issues are handled informally without a clear process, and 28% said such matters are not always addressed at all.
WorkNest said this reactive approach increases the likelihood that routine workplace concerns develop into formal disputes, placing additional pressure on managers, HR teams and senior leaders.
Becs Bridge, director of learning and development at WorkNest, said: “Our findings suggest that managers are increasingly expected to handle complex and sensitive people issues without the training, confidence or processes to do so effectively.
“When issues are dealt with informally or allowed to drift, they are far more likely to escalate, increasing the risk of formal disputes, legal action and costs.
“Managers sit on the frontline of employee relations. If they aren’t equipped to act early, confidently and consistently, organisations will find themselves tackling much more serious and disruptive problems than necessary.”
Performance management concerns, sickness absence and employee conflict were among the most commonly cited challenges over the past year, with HR teams often becoming involved only after issues had intensified.
Bridge added: “Escalation should be the exception, not the norm, yet we’re seeing it becoming normalised, and this should be a concern for businesses.
“Employers that invest in clear frameworks and practical manager support are far better placed to resolve issues early, protect employee wellbeing and reduce legal risk.
“With further employment law and SSP reforms on the horizon, organisations that fail to strengthen their people management capability now risk being caught on the back foot.”
