Robertson HR News - September 2025
How to handle underperformance in your business
Your best team member has started letting you down.
They used to be reliable, now they're missing deadlines.
The work that used to be spot-on now needs fixing.
And you're having to chase them for updates on things they'd normally handle without being asked.
The trouble is, it's affecting everyone.
Other staff are picking up the slack and getting frustrated.
Customers are starting to notice.
You're spending your days putting out fires instead of moving forward and you don't know what's wrong or how to fix it.
In most cases I've seen, there's a fixable reason behind the decline. It could be a system no one's been properly trained on, a busy period that never calmed down or a job that's quietly become something bigger than it used to be.
Once you identify the real cause, you can take action.
Set clearer expectations, give them what they actually need or make the tough call about whether they're right for the job.
Dealing with performance concerns in your team?
Get in touch for a confidential chat today.
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Hiring remains tough for small businesses
The latest NFIB report shows that 36% of small businesses still have unfilled job openings, despite more than half trying to hire. Many say that they just can’t find qualified candidates and that rising labor costs are only adding pressure.
If growing your team feels out of reach right now, shift your focus.
Retaining your best people and helping them to build new skills is often more effective. It's also far more affordable than starting from scratch.
Need help with putting a retention strategy in place? We can help you to keep your top performers and grow the skills you need in-house.
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Labor costs getting out of hand? Here's what actually works
Rising payroll costs are squeezing small businesses, but you don't have to choose between cutting jobs and going broke.
Look at your scheduling first. You might be paying for hours you don't actually need. Offer flexible schedules to keep good people from leaving (recruiting replacements can cost a fortune). Focus on holding onto your best performers rather than constantly hiring new people.
Small changes like these can reduce your labor costs without cutting jobs.
Want to review your current setup and see where you could save? Get in touch for a chat about what might work for your business.
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Letting someone go? Don’t assume at-will means risk-free
In most states, you can end employment at any time, but that doesn’t mean you’re protected from wrongful termination claims.
Issues like discrimination, retaliation or poor documentation can still land you in legal trouble, even during a probation period.
That’s why it’s so important to set clear expectations from day one. Make sure that your contracts outline probation terms, hold regular check-ins and document any concerns early.
It’s the best way to protect your business if things don’t work out.
Need help with tightening up your process? We can review your documents and help you to build a simple system that reduces risk.
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What small businesses can learn from a franchise culture failure
A Culver’s franchise in the US recently faced serious legal action after multiple employees reported harassment and discrimination in the workplace.
The issues came from inside the team. Staff used racial slurs, made sexual comments and targeted coworkers with disabilities. Complaints were ignored and some managers didn’t know how to respond or didn’t take the concerns seriously.
This wasn’t treated as a one-off problem.
It showed a deeper issue. A culture where bad behavior went unchecked, junior staff weren’t supported and no one felt safe to speak up.
Here’s what small businesses can take from it:
1: Make it easy and safe for people to speak up
Some employees weren’t even sure what counted as harassment, and those who did report it felt ignored. You need to create a clear, judgment-free way for people to raise concerns.
2: Use language that your team connects with
If you’re managing a younger team, formal policies might not be enough. Think about how you can communicate what’s OK and what’s not. Plain language and real examples work better than corporate phrasing.
3: Train and support your junior managers
Many issues were made worse because the team leads didn’t know how to spot or stop them. If you promote from within, make sure those new leaders get real training and support.
This case is a reminder that culture doesn’t fix itself.
If you’re seeing signs of the same problems, we can help you to take a closer look at your culture, spot the gaps and put a practical plan in place to strengthen it.
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Q&A
What's the best way to handle an employee who refuses to do tasks outside of their job description?
If the task is reasonable and clearly linked to their role, it's fair to expect it. Have a clear conversation about what you need, remind them of their role requirements and explain how this fits their responsibilities.
If their job has genuinely evolved since you hired them, update the job description to formalize these new responsibilities. This gives you both the clarity needed to manage expectations properly.
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Can I offer a job to someone and delay their start date until business picks up?
You can hold off on making a formal offer or setting a start date until you're confident the role is viable. It’s perfectly reasonable to let the candidate know that you're interested, but that timing depends on how the business develops.
It's smart to wait until you're confident that the role is viable. This keeps good candidates on your radar without creating any expectations that you might not be able to meet or putting them in the awkward position of resigning before you're certain.
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Do I have to give the same benefits to part-time and full-time staff?
You’re not legally required to offer the same benefits to part-time employees. Many small businesses reserve certain benefits, like health insurance, PTO or retirement plans, for full-time roles. That said, if you do offer benefits to part-time staff, make sure your policies are clear and applied consistently.
Some employers choose to offer prorated PTO or limited perks to part-time team members as a way to stay fair and improve retention. The important thing is to be upfront about what’s available and avoid making exceptions that could cause confusion or create risk.