The start of the year is the perfect time to reset how we approach employee relations. Too often, organisations wait until complaints escalate before acting. A reactive approach puts stress on employees, managers, and HR.
Instead, preventative ER practices build culture, trust, and accountability from the outset. This blog explores how organisations can adopt a holistic approach in 2026, focusing on three key pillars: good quality training, a strong employee voice that welcomes complaints, and investigation capability that resolves issues effectively.
Good quality training
High-quality training equips managers to give respectful feedback and handle behaviour concerns confidently.
- Provide HR with frameworks for coaching and early intervention
- Training is not a tick-box exercise; it builds skills, confidence, and accountability
- Scenario-based roleplay allows managers to practise conversations before issues escalate
- Embed learning into ongoing leadership development
Employee voice that welcomes complaints
A strong employee voice is central to preventative ER.
- Create safe, accessible channels for employees to raise concerns
- Encourage open dialogue, regular check-ins, and team discussions
- Actively listen and show that concerns are taken seriously
- Avoid signalling that complaints are unwelcome or trivial
Phrases to watch for:
- “No one listens”
- “It is always like this”
- “I didn’t think it would matter”
Embedding employee voice ensures minor issues are addressed early and prevents escalation.
Investigation capability to handle issues effectively
Robust investigation capability is critical to maintain trust and resolve concerns fairly.
- Investigations should be impartial, proportionate, timely, and trauma-aware
- HR and managers need clear processes for handling complaints
- Use insights from investigations to improve training, policies, and culture
- Ensure employees feel confident that concerns will be taken seriously and resolved
Practical takeaways
Do:
- Provide high-quality training for managers and HR
- Embed employee voice into every process
- Ensure investigation capability is robust, fair, and timely
Do not:
- Rely solely on reactive complaint handling
- Ignore early warning signs or informal reports
Quick checklist:
- Audit current ER practices and identify gaps
- Deliver manager and HR training for preventative skills
- Implement clear channels for employee input
- Ensure investigation processes are fair and trusted
- Review outcomes to prevent future issues
Preventative ER practices create workplaces where issues are spotted early, employee voice is valued, and culture is strengthened. Starting 2026 with a holistic approach protects employees and equips managers to lead with confidence.
Tell Jane’s 2026 training modules provide practical tools, coaching, and frameworks to build preventative ER capabilities, embed respectful feedback, and strengthen investigation skills. Contact us at hello@telljane.co.uk to start the year with a proactive approach that safeguards your culture and your people.
