Running a business without HR? You’re not alone.
Managing a business without a dedicated HR team more common thank you think, especially among small and medium-sized businesses (SMEs).
In fact, SMEs make up 99% of UK private sector businesses, with the vast majority being small businesses employing fewer than 50 people.
Not every small business can afford a HR team, and that’s totally normal.
But here’s the thing – employee concerns don’t just disappear because there’s no HR department to handle them.
If you ignore those issues, they’ll bubble up, and before you know it, your best people might start looking for the exit.
The good news?
You don’t need to be a HR expert to keep your team happy and engaged.
With a few simple strategies (and the right tools), you can tackle workplace concerns head-on and create a team that loves coming to work.
No, companies in the UK are not required to have a human resources function.
While the role of HR is important, in the UK, there is no legal obligation for businesses of any size to have a human resources department – or to outsource HR to a third party (Michael Page).
However, any business with employees needs some way to manage human resources-related matters, including employee concerns.
Employee concerns in small businesses often go under the radar, especially when there’s no formal HR process for your team to follow.
They don’t know who to talk to, or feel uncomfortable speaking up.
Without providing your team with a safe, anonymous way to talk about their concerns – it can lead to burnout, disengagement, and eventually people quitting.
Here are some of the most common workplace issues in SMEs:
Burnout can sneak up on your team, especially if people are taking on too much.
Look out for signs like more sick days, slipping productivity, or people seeming emotionally drained and exhausted.
When employees don’t feel recognised, they can quickly lose motivation.
You might notice a lack of enthusiasm, disengagement, or team members who are only doing the bare minimum to get by.
Money and career growth matter.
If people feel stuck or underpaid, financial frustration can build.
Even small teams aren’t immune to conflict.
Tension between colleagues, passive-aggressive comments, or a sudden drop in communication could all be signs of unresolved issues.
Managing employee concerns at work all comes down to creating an environment where people feel safe speaking up – and giving them multiple channels to do so.
Sounds obvious, right?
But nearly two-thirds (60%) of employees feel their voices have been ignored by their manager or employer.
How to do it right:
No one should be frightened to give feedback.
But employees often worry they’ll be seen as difficult if they complain.
You need to flip the script – make it clear you want their input by building a healthy feedback culture.
Our tips:
Examples of healthy feedback culture in action:
Employees don’t expect you to work miracles, but they do expect you to listen and respond.
If you can fix the issue, take action quickly and let your employees know they’ve been heard – and don’t forget to thank them for speaking up.
Even a simple “Thanks for your feedback, we’ve made this change because of you” can make people feel really valued and appreciated.
Having a solid communication plan makes all the difference when it comes to actioning feedback. (Download our free employee survey communication plan template).
If you can’t fix the issue right away, be honest and explain why.
The “why” matters – it helps people understand the bigger picture and shows that you’re not just brushing off their concerns.
Maybe it’s down to budget, timing, or something outside your control, but being transparent can prevent frustration and build trust.
An honest response helps employees feel heard, keeps the conversation open, and encourages them to keep sharing feedback in the future, because they know you’re listening and genuinely care.
One conversation isn’t enough to solve everything, especially when it comes to employee concerns.
It’s important to check in regularly and stay on top of things.
If you wait until issues pile up, they can turn into bigger problems down the line.
A simple way to keep the feedback flowing is by using a tool like Stribe to gather ongoing input from your team.
It’s an easy way to spot small issues before they snowball and shows your employees that their voices matter.
Stribe has shifted mindsets by encouraging accountability at all levels - people now see that they can be part of the solution - making accountability and action a shared effort rather than something that sits with leadership. 
Handling employee concerns can be tough for small businesses, but Stribe makes it easier.
By offering anonymous feedback, Stribe gives employees a safe space to share their thoughts without fear of backlash, helping to reduce workplace tensions.
In 2024 Ladderstore switched from using Microsoft Forms to Stribe for gathering employee feedback – and the results were impressive.
Before Stribe, they struggled with getting meaningful, honest responses.
Employees weren’t always comfortable sharing their thoughts, and the feedback they received wasn’t actionable.
After making the switch, they noticed a big difference.
With Stribe’s anonymous surveys, employees felt safer giving honest feedback, leading to more valuable insights.
As a result, they saw a noticeable increase in employee engagement and satisfaction.
The team felt heard, and the company was able to make informed decisions that positively impacted their work culture
