TWO HEADS HR

When many small business managers hear the words “competency framework” , the reaction is often… sigh. More forms to fill, ratings to give, boxes to tick. For businesses where everyone wears multiple hats, it can feel like a tool only big corporations with full HR teams need. However, here’s the truth: competency frameworks aren’t just HR paperwork. When designed and used correctly, they can be one of the most practical tools for engagement, development, and productivity in s

When you think about what makes a business thrive, you might name great products, smart marketing, or strong leadership. Yet behind all of that lies something less visible but more powerful; workplace culture. Culture is the invisible thread that shapes how people feel, behave and perform at work. It influences every decision, interaction, and outcome. Get it right, and it becomes your competitive edge..... ignore it, and even the best strategy can stall.

HR doesn’t have to be the “fun police.” In fact, People & Culture teams should be the champions of fun. When work is enjoyable, people are more engaged, creative, and likely to stay. Fun isn’t gimmicks or beanbags it’s about connection, authenticity, and building a culture that reflects your business. Done well, fun isn’t fluff; it’s a strategy that makes your workplace somewhere people actually want to be.

People don’t connect with policies, they connect with stories. In small businesses, where change can feel constant, explaining why something is happening helps people see the purpose behind it. Storytelling isn't just for marketing,it’s a powerful leadership tool that builds trust, clarity, and connection. Start with “why are we doing this?” and tell the story. That’s how you help people get it.

What if small business HR worked like a marketing team? In startups and lean teams, “HR” is often just one person—if anyone at all. But by applying a marketer’s mindset to the employee journey, even the smallest business can design intentional, engaging experiences that attract, retain, and inspire. You don’t need a big team—just a clear view of your people as your most important audience.