When you’re responsible for a team or running a business, it’s easy to spend most of your time responding to what’s happening around you. There are decisions to make, problems to solve, people who need your attention and priorities constantly competing for your time. You can become so focused on what needs doing next that there’s very little opportunity to step back and think about the bigger picture. Leadership coaching creates that space

Every year on 10 September, World Suicide Prevention Day provides an opportunity to raise awareness of suicide, challenge stigma and encourage conversations that could make a real difference. Employers won’t always know when someone is struggling, or what might be happening in their life beyond the workplace. But employers do have a responsibility to create a working environment that protects people’s health and wellbeing, manages work-related risks and makes it easier for so

We’re delighted to announce that Holla HR is the official kit sponsor of Astley & Tyldesley Whites Under 8s for the 2026/27 season! ⚽

When you’re running a small business, a HR department might feel like something reserved for much larger organisations. When you’ve only got a handful of employees, you probably know everyone personally. Questions can be dealt with as they arise, managers handle their own teams and HR responsibilities often fall to the business owner, office manager or whoever happens to have the time. So, do small businesses actually need a HR department? The short answer is no – you don’t n

A well-managed probation process isn’t just about protecting your business; it’s about giving employees clear expectations, regular feedback and the best opportunity to succeed. Now is the ideal time to review your contracts, policies and probation procedures so you’re ready well before the new rules come into force.

Many business owners and managers are more than capable of putting together a recruitment process, but an HR professional will look beyond simply filling the vacancy. They’ll consider how to create a recruitment process that’s fair, robust and appropriate for the role, while also thinking about the long-term impact on the business.

June provides the perfect opportunity to pause, take a moment and make sure both your people and your business are set up for success during the second half of the year.

The FIFA World Cup is officially underway, and competition is heating up! Whether you’re a football fan or not, there’s no escaping the excitement that comes with one of the world’s biggest sporting events. However, it can also create challenges for employers if expectations aren’t managed properly. So, how can businesses embrace the World Cup while maintaining productivity and ensuring fairness across the workforce?

Polyworking is becoming increasingly common. Learn what it means for employers, the potential benefits, and how to manage it effectively.

Nobody becomes a great leader overnight, and being a great worker doesn't automatically make someone a great leader. Being great at a job doesn't automatically make leadership easy. Doing the job is one thing, moving into a position where you are leading other people to do the job you once did can be difficult for many people. This requires, a completely different skill set altogether. Giving up control and letting others do things in their own ways, being open to new approac

Workplace stress is something many of us have experienced. At Holla HR, we see it across a wide range of industries and environments, and it’s something we support businesses with time and time again. Our goal is to help organisations move beyond awareness and take meaningful action to create healthier, more positive workplaces.

There’s been a lot of noise, speculation and uncertainty around these changes, and we’re already seeing employers feel unsure about what it all means in practice. Our aim with this blog is to cut through that and give you a clear, practical overview of what’s changing and what you actually need to know.

Leadership without oversight tests your consistency, fairness and self-awareness. When you're no longer in a junior role and nobody is reviewing your day-to-day decisions, it can be difficult to know whether you're actually leading well (or not). This is a question that is particularly relevant to small business owners, founders and directors who sit at the top of their organisations. It's equally applicable to mid and senior leaders in larger businesses who operate with a hi

Stepping into management isn’t just a promotion — it’s a shift in relationships, expectations and responsibility. Moving from peer to leader can feel rewarding, but also awkward and isolating. From setting boundaries to managing former colleagues, this transition needs careful handling. With the right support and approach, it can strengthen your team and build lasting leadership confidence.

Leadership coaching is becoming more talked about — but what does it actually involve? In this article, we explore what leadership coaching really is (and what it isn’t), how it works in practice, and why developing confident, self-aware leaders is essential for organisations planning for success in 2026.

January is often used as a benchmark for momentum and performance — but it rarely reflects business as usual. People are still re-settling, rebuilding routines, and adjusting after time away. When reviews focus only on output, pressure can build quietly. A people-first approach focuses on clarity, realistic expectations, and how individuals are actually settling back in, creating a stronger foundation for sustainable performance throughout the year.

The time between Christmas and New Year often brings a rare pause. With fewer meetings and less noise, many business owners find they can think more clearly than they have all year. It can be during this space that realisations tend to surface — whether that’s recognising the need for help, questioning whether the current way of working is sustainable, or wanting the next year to feel calmer and more balanced.

Your first hire sets the tone for further employees to join your team. Together you will establish a work culture - make sure you make this decision with care.

Many small business owners assume HR is only for big companies with big teams, big budgets, and big organisational charts. But the reality is, the smaller the team, the bigger the impact when something goes wrong. Not only that – it sets the precedent for your culture and long-term goals and future proofs any expansions of your team.

Turn performance reviews into meaningful growth conversations with people-first strategies that boost engagement, motivation, and development.