HR & Line Management Is Easy, Isn’t It? Anyone Can Do It?

By Matthew Pinto-Chilcott, Chartered FCIPD, Owner of Consensus HR
www.consensushr.com

Over my years in operations and HR, I’ve lost count of how many times I’ve heard:

“HR? Line management? That’s easy. Anyone can do it.”

I’ve been told:

• “Give somebody a set of keys and they’re a manager!”

• “HR is easy — all they do is hire and fire.”

• “He can manage — he’s here every day, never been sick and works hard.”

• “Just fire them!”

• “They’re thick.”

• “They’re lazy.”

• “They’re so slow.”

• “Performance reviews are a waste of time!”

• “I’ll trial them before I give them a contract.”

These throwaway comments reveal a worrying truth — that many still underestimate what’s actually involved in managing people and running HR effectively.

The Myth vs. The Reality

I started my career in hospitality, managing large, diverse teams in bars, restaurants, hotels, and retail sites at Heathrow, Gatwick, and motorway services. Later, I moved into operations and HR leadership roles across the water industry and other sectors. That experience taught me a vital lesson:

Good management and HR is not about having keys to the building, working long hours, or “telling people what to do”.

It’s about:

• Understanding employment law — knowing what you can and cannot do.

• Balancing empathy with performance — supporting people while holding them accountable.

• Documenting everything properly — from contracts to performance notes, so you’re protected legally.

• Leading by example — setting a culture, not just a rota.

• Planning ahead — from workforce development to mental health support.

Why the ‘Easy’ Mindset Is Dangerous

The casual “just fire them” approach often leads straight to a costly employment tribunal.
Not giving someone a contract because you “want to trial them” is illegal in the UK — every employee has a legal right to written terms from day one.
Dismissing performance reviews as “a waste of time” means missing the single biggest opportunity to motivate staff, set clear goals, and prevent underperformance before it becomes a major issue.

And labelling someone “lazy” or “slow” without investigating why is a sure-fire way to damage morale, invite discrimination claims, and lose good people.

The Professional Approach

At Consensus HR, we work with SMEs across all sectors to replace guesswork with confidence. We:

• Create legally compliant contracts, handbooks, and policies.

• Train managers to handle disciplinaries, grievances, and absence the right way.

• Implement performance management processes that actually work.

• Support mental health and wellbeing strategies.

• Keep you up-to-date with ever-changing employment law.

The result? Fewer surprises, fewer disputes, and stronger teams.

My Takeaway After 30+ Years

I’ve seen both sides — the rushed “anyone can manage” approach, and the strategic, well-planned way.
Only one consistently builds teams that perform and businesses that thrive.

HR & line management are not easy. They are skills — just like finance, marketing, or engineering — and they require training, planning, and professionalism.

So next time someone says “HR is easy”, I’ll politely remind them:
It’s only easy if you’re not doing it properly.

📞 Need help managing people, legally and effectively?
Contact Consensus HR today — www.consensushr.com

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