Managing your Team

As a people manager you will face a number of varied challenges in your role. The People Strategy - Excellence Through Our People sets out clear expectations of us all and the information below is given as guidance on how best to ensure you and your team meet these expectations.

The Human Resource Business Partner team also run a series of  'People Management Workshops' throughout the year, they are designed to address some of the most common queries in a practical way. These popular workshops focus on sharing real-life experiences and giving you the tools to effectively support your team. Read further information about these workshops.

Your HR Business Partner and HR Assistant are there to support you when needed so please contact them if you need further advice or information.

Finally, you may also find it useful to refer to the ACAS Guide to Managing People.

Elsewhere on this site you can find guidance on Recruiting and Inducting staff.

Communication, Development and Flexibility


People Strategy

Communicating with your staff

As their people manager you will be key in ensuring your team are engaged, informed and bought into what they need to do, through regular team meetings and one-to-ones as well as appraisals and other forms of communication. In order for you to be as up to date as possible you may wish to attend the regular Communication Network sessions run by the HR Business Partnering team, please contact Justine Gillespie for further information. The tools and information below can also help you achieve this.

  • Staff Survey results (for action within each Faculty and Service).

Developing your staff

The People Strategy - Excellence Through Our People sets out the expectation that people should be continuously encouraged to develop, contribute and innovate. Development takes many forms and it’s important that you can respond to the needs of your team and the business. The following information will help you with this:



Your Team's Health and Work-Life Balance

A work/life balance is key to ensuring a happy and engaged team. A number of factors can impact on the life of any team member and you can offer a number of ways in which they can find a good balance overall.

As a manager, you are responsible for discussing work-life balance issues with your team and considering any informal and formal requests they may make.  Our policies are a valuable resource for you, outlining the options that are availalable and explaining your responsibilities, some of which are legislated for in law.

For guidance please see our web page on Flexibility and work-life balance.

You may have team members who work part-time and we have pulled together some Top Tips for Part Time Workers to help them get the best out of their time here.

New and Expectant Mothers, and health and safety at work

You should also be aware of any health related issues that may impact upon your team. Detailed information and sources of support can be found on the Support and Wellbeing part of this website, information most commonly used by line managers can be found below.

Supporting Employee Wellbeing and Attendance

The following guidance provides information about how  attendance is managed here. This includes our Absence Management Policy which provides a structured approach to managing attendance for both short- and long-term absences.

Roles, Grades and Salary

Role Profiles

It's your job to ensure they role profiles for your team are up to date and reflect what is required of them.

  • If role profiles are changed for any reason this should be discussed with your HR Business Partner so that we can advise you on any potential grade impacts
  • When you are recruiting to a role please make sure that you discuss the role profile with your HR Business Partner or HR Assistant; if it is a new role the role profile needs to be graded before it is submitted as part of the staffing authorisation request process.

The following documentation will help you to understand about roles, grades and salaries in the University:

Grading and Payments

We operate an open and transparent pay and grading structure that is rooted in Equal Pay principles. The way in which roles are ‘graded’ ensure the integrity of these principles and therefore there are clear guidelines on how this works. As a people manager you are likely to need to respond to questions about this, the following guidance is there to support you and your teams.

Please also see the staff section on Role Reviews.

Pay supplements

Employee Relations Issues

Resolving Difficult Situations

It’s important that as and when issues arise, they are dealt with promptly. Your HR Business Partner is a valuable source of advice and can advise on how best to informally seek to resolve any issues. Don't wait until it's a big problem, by speaking with your HR Business Partner when you foresee a problem arising, it's likely you'll be able to avert a difficult situation. Don't wait until you feel you need to take formal action before you speak to us as we can give you the best advice before it gets to that point.

You may find that when dealing with relationship issues between team members that mediation is a great informal way of resolving conflict in a way that allows each party to move forward.

The following guidance outlines the formal procedures that are in place for dealing with situations when informal means have not delivered the desired outcome.

Performance and Capability

There will be times when members of your team may not meet the expectations set within their role. It’s important that any performance or capability issues are addressed as soon as they arise so that a supportive approach can be taken to improve situations. The following information will support you along with advice from your HR Business Partner or HR Assistant.


We are keen to retain the skills, experience and knowledge of existing team members where possible and therefore embrace a supportive redeployment process where appropriate. Information below will help you provide the appropriate support.

Managing Academic Teams

Please find to follow some additional documents specifically realting to Academic colleagues.

Mentoring for Academic Staff

For more details about Academic Staff policies see:

Handbooks and other information can be found on our Additional Information for Academic Staff and Academic Tutor Page.


When a team member tells you they are leaving, it's important to understand why. By understanding the motivation of leavers it can help you understand a number of factors which will help you determine whether you wish to encourage them to stay or impact on your future management or recruitment. It's important that you understand any issues or reasons that have led to them leaving and reflect on your own practice.

You should then confirm with them their leave date and share this with your HR Assistant and HR Business Partner as soon as possible. The individual will receive an electronic exit interview to complete online which will be shared with your HR Business Partner, this will indicate their reasons for leaving. This will then be shared with you.

You should also

  • Speak to the person who is leaving to confirm final arrangements, return or property, expectations for their final weeks.
  • Ensure that your annual leave entitlement is update to date in the Employee Self Service system including any future dates to be taken during notice periods.
  • Obtain their staff card and any uniform or equipment.
  • Notify your HR Assistant of their leaving date, reason and destination (if known, for monitoring purposes)

You may find the following documents helpful:

This page was published on 17 February 2020