So, you’re the manager. Or the owner. Or the one people look to when things need fixing. Somewhere along the way, you also became responsible for the HR side of things—whether you planned for it or not. You didn’t get into this to deal with policies, compliance headaches, or tricky conversations. You just wanted to build something great and work with good people.
But here you are—dealing with everything from hiring and firing to navigating weird workplace drama. And while it can feel like a complete mess sometimes, here’s the reality:
You don’t have to be an HR expert to get it right. You just have to remember one thing—keep it human.
✅ 1. Set Expectations That Make Sense
You probably have a handbook—something that outlines important policies, procedures, and legal must-haves. That’s great. But you also need expectations that are specific to how you want things to run day to day.
- Speak Like a Human: Skip the corporate talk and keep it real. Instead of saying, “Employees must adhere to a strict dress code at all times,” try something like, “Dress professionally but comfortably—use good judgment based on the day’s tasks.”
- Be Specific: “Act professionally” could mean ten different things to ten different people
- Write it Down: Even a short list of expectations gives people something to reference
- Enforce it Evenly: Credibility comes from consistency, not intensity
- Stay Flexible: Policies are guidelines, not commandments. Leave room for common sense and real-life situations.
Setting expectations isn’t about control—it’s about clarity. When people know what’s expected, they’re more likely to meet (or exceed) it.
🗣️ 2. Talk Like a Real Person
When you’re dealing with performance issues or giving feedback, forget about sounding official. People respond better when you’re honest and straightforward rather than talking like a corporate manual.
- Acknowledge It’s Uncomfortable: “I know this is tough to talk about, but we need to address it.”
- Be Direct, Not Cold: “Here’s what happened, and here’s why it’s a problem.”
- Invite Their Perspective: “What’s your take on this? Help me understand your side.”
It’s not about sugarcoating bad news—it’s about showing respect while being clear. Your team will appreciate you being real rather than rehearsed.
🚦 3. Compliance Without the Eye Roll
Look, compliance is boring. No one’s thrilled about safety protocols or documentation. But it’s non-negotiable if you want to stay out of trouble. So, make it simple and practical:
- Keep it Bite-Sized: Instead of overwhelming training sessions, break it into manageable chunks.
- Give Real Examples: Instead of rattling off rules, share scenarios that actually make sense to their daily work.
- Make it Part of the Routine: If compliance feels like a regular habit rather than an event, people are less likely to tune out.
💬 4. Be Real, Not Perfect
Let’s be honest—sometimes you’re going to screw it up. Maybe you didn’t handle a conflict well, or you missed the signs that someone was burning out. Guess what? That’s normal. Own it, fix it, move on.
- Admit Your Mistakes: “I didn’t handle that right. Let’s talk about how to fix it.”
- Lead with Humility: Let your team know you’re still figuring it out too.
- People Over Policy: If sticking to the rulebook is doing more harm than good, it’s time to reassess.
You don’t need to be perfect. You do need to be accountable.
📝 Bottom Line
You’re not an HR expert. You’re a leader who got handed a whole extra job without much warning. But if you stay human, stay consistent, and talk to people like people—you’ll do great.
💡 DIY HR Tip: If the same issues keep coming up, it’s time to write them down. A short, clear list of expectations now can prevent a dozen headaches later.
