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There really is no need for dead man's shoes

White PaperWritten by John Berry on 14th November 2017.6 min read

Relaxed manager

There’s a very basic problem in SMEs concerning staff succession and promotion. It’s that there’s apparently nowhere to go – everyone is in a job and no one is about to move over to allow ‘promotion’ of those below. It’s ‘dead man’s shoes’. But it doesn't have to be so. Here's why not.

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Why some people are developable and others not

OpinionWritten by John Berry on 1st December 2017.6 min read


If everyone would strive, achievements would drive outcomes. If managers could get everyone striving for growth, their organisations would grow. Achievement and growth are key to sustainable business so it’s in everyone’s interest to strive. Here's how to achieve it.

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Conducting high quality grievance and disciplinary investigations

OpinionWritten by John Berry on 23rd August 2017.3 min read


Investigations are an essential part of company procedures. Investigations start with a broad investigation question and end with a report to management about events. Good investigation centres on high quality information-gathering and highly effective methods of reducing this information to a few pages of A4 for the chair to digest. It’s a simple concept but a task requiring high skill and knowledge. Here's how.

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Solutions for career management in SMEs

OpinionWritten by John Berry on 23rd November 2017.5 min read

Maze progress

People believe that they must move up to progress. But in an SME, that’s rarely possible. Modern SMEs have flat structures and opportunities to move ‘up’ are few. So it’s often assumed that ambitious staff in SMEs have to leave to advance. To give careers in SMEs management and staff must e re-defined 'progress' on a personal level. It’s the taking on of greater responsibility, making greater contribution to the business and gaining greater personal achievement. Here's how progress becomes career.

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Up-skilling the firm to match change in customer needs

OpinionWritten by John Berry on 20th November 2017.5 min read

Microwave featured image

The firm had been offering modelling of telecommunications systems. It had the necessary software tools. and a well-trained, experienced workforce. But the market was changing. New questions needed huge additional skills – skills in building massively more complex methods. Here's how those skills were achieved.

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Performance appraisals: essential whatever you call them

OpinionWritten by John Berry on 20th November 2017.5 min read

360 degree feedback

Performance appraisals have come in for some serious criticism recently. And yet the books and articles written which criticise simply advocate performance appraisal by another name – or rather a collection of names. Here's an analysis of the issues.

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