<![CDATA[Peas in a Podcast®]]>Before starting our own People and Culture business, we were managers on the other side of the table — held accountable for performance and results, but without the HR advice we actually needed to achieve them. So we became the people we needed.

We built Peas in a Pod from scratch and went on to work with hundreds of small business owners, seeing just about every workplace drama you can imagine (and some you probably shouldn’t). We don’t sugar-coat, we don’t sit on the fence, and we don’t just hand you a process and tell you to get on with it.

This podcast is candid chats between two female founders — who know exactly what leadership looks like when there’s nowhere to hide and no one coming to do it for you.

We’re passionate about people, serious about results, and the ones you want in your corner when shit’s hitting the fan.

Peas a Podcast® is a registered trademark owned by Peas in a Pod Consulting Limited. All rights reserved.

]]>https://peasinapodconsulting.org.uk/Riverside.fm (https://riverside.com)Mon, 12 Oct 2026 15:49:44 GMTTue, 17 Mar 2026 15:43:43 GMT60Kay Coombs & Rebecca Beard<p>Before starting our own People and Culture business, we were managers on the other side of the table — held accountable for performance and results, but without the HR advice we actually needed to achieve them. So we became the people we needed.<br /><br />We built Peas in a Pod from scratch and went on to work with hundreds of small business owners, seeing just about every workplace drama you can imagine (and some you probably shouldn’t). We don’t sugar-coat, we don’t sit on the fence, and we don’t just hand you a process and tell you to get on with it.<br /><br />This podcast is candid chats between two female founders — who know exactly what leadership looks like when there’s nowhere to hide and no one coming to do it for you.<br /><br />We’re passionate about people, serious about results, and the ones you want in your corner when shit’s hitting the fan.</p><p></p><p><i>Peas a Podcast</i>® is a registered trademark owned by Peas in a Pod Consulting Limited. All rights reserved.</p>episodicKay Coombs & Rebecca Beardbeth@piap.org.ukno<![CDATA[Burning HR Questions: Redundancy, Monday Sickies & Dismissals | Peas in a Podcast]]>Welcome to the Season 2 finale of Peas in a Podcast! In this episode, Kay and Rebecca (Directors of Peas in a Pod Consulting) sit down to tackle the burning HR, management, and people management questions submitted directly by small business owners and founders.

We strip away the corporate wank to give you commercial, candid, and human answers to the questions keeping you up at night.

What we cover in this episode:

  • Immediate Dismissals: Can you make an employee leave straight away when you sack them? We break down Garden Leave, Pay in Lieu of Notice (PILON), and gross misconduct.
  • Redundancy vs Performance: Why using redundancy to offload an underperforming employee is a dangerous avoidance strategy.
  • Managing Feedback Resistance: How to handle team members who react defensively or emotionally to constructive feedback.
  • Sick Pay & Absenteeism: Understanding day-one Statutory Sick Pay (SSP) rules, contractual sick pay traps, and how to tackle recurring Monday absences.
  • Managing Friends: Practical tactics for handling tough performance reviews with employees you are close with without destroying the personal relationship.
  • Dismissal Warnings: Debunking the "three strikes and you are out" myth and understanding proper disciplinary versus capability processes.

Whether you are scaling a business or managing a growing team, this Q&A offers zero-fluff, real-world advice to help you protect your business and build a healthy culture.

Subscribe to our channel so you never miss an episode, and join us when we return for Season 3!

]]>441ba5e9-6b9b-4cda-b8ef-26868f585be8Tue, 08 Sep 2026 11:49:40 GMT<p>Welcome to the Season 2 finale of <b>Peas in a Podcast</b>! In this episode, Kay and Rebecca (Directors of Peas in a Pod Consulting) sit down to tackle the burning HR, management, and people management questions submitted directly by small business owners and founders.</p><p></p><p>We strip away the corporate wank to give you commercial, candid, and human answers to the questions keeping you up at night.</p><p></p><p><b>What we cover in this episode:</b></p><ul><li><b>Immediate Dismissals:</b> Can you make an employee leave straight away when you sack them? We break down Garden Leave, Pay in Lieu of Notice (PILON), and gross misconduct.</li><li><b>Redundancy vs Performance:</b> Why using redundancy to offload an underperforming employee is a dangerous avoidance strategy.</li><li><b>Managing Feedback Resistance:</b> How to handle team members who react defensively or emotionally to constructive feedback.</li><li><b>Sick Pay &amp; Absenteeism:</b> Understanding day-one Statutory Sick Pay (SSP) rules, contractual sick pay traps, and how to tackle recurring Monday absences.</li><li><b>Managing Friends:</b> Practical tactics for handling tough performance reviews with employees you are close with without destroying the personal relationship.</li><li><b>Dismissal Warnings:</b> Debunking the "three strikes and you are out" myth and understanding proper disciplinary versus capability processes.<p></p></li></ul><p>Whether you are scaling a business or managing a growing team, this Q&amp;A offers zero-fluff, real-world advice to help you protect your business and build a healthy culture.</p><p></p><p>Subscribe to our channel so you never miss an episode, and join us when we return for Season 3!</p>no00:27:38210Burning HR Questions: Redundancy, Monday Sickies & Dismissals | Peas in a Podcastfull<![CDATA[Trade Union Access Rights: What Small Businesses Need to Know | Peas in a Podcast]]>Trade union access rights are changing at the end of October 2026 under the new Employment Rights Act, and it is set to hit small businesses like a ton of bricks. If you employ 21 or more people, trade unions will soon have a statutory right to request physical and digital access to your team and facilities to recruit and support members.

In this episode of Peas in a Podcast, Kay and Rebecca break down the dry legal jargon into plain, actionable advice. From understanding access agreements and strict 15 day response windows to avoiding fines starting at £75,000, we cover everything small business owners need to know before October.

In this episode, we cover:

  • Who this law actually applies to (the 21-employee threshold across all sites).
  • What an access agreement looks like and why you cannot ignore it.
  • How to negotiate and compromise on reasonable room access and meeting timings.
  • The severe financial penalties for failing to engage (fines from £75k up to £500k).
  • Why company culture is your best defence and why culture work is no longer pink and fluffy.
  • Practical HR steps to prepare, including contract updates and staff written statements.

Connect with us:

peasinapodconsulting.org.uk

instagram.com/peasinapodconsulting

Subscribe for weekly HR and leadership advice without the corporate wank!

]]>19ad8853-7753-4fe8-bc83-7223a7260fd8Tue, 01 Sep 2026 12:49:47 GMT<p>Trade union access rights are changing at the end of October 2026 under the new Employment Rights Act, and it is set to hit small businesses like a ton of bricks. If you employ 21 or more people, trade unions will soon have a statutory right to request physical and digital access to your team and facilities to recruit and support members.</p><p></p><p>In this episode of Peas in a Podcast, Kay and Rebecca break down the dry legal jargon into plain, actionable advice. From understanding access agreements and strict 15 day response windows to avoiding fines starting at £75,000, we cover everything small business owners need to know before October.</p><p></p><p>In this episode, we cover:</p><ul><li>Who this law actually applies to (the 21-employee threshold across all sites).</li><li> What an access agreement looks like and why you cannot ignore it.</li><li>How to negotiate and compromise on reasonable room access and meeting timings.</li><li>The severe financial penalties for failing to engage (fines from £75k up to £500k).</li><li>Why company culture is your best defence and why culture work is no longer pink and fluffy.</li><li>Practical HR steps to prepare, including contract updates and staff written statements.<p></p></li></ul><p>Connect with us: </p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a> </p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p></p><p>Subscribe for weekly HR and leadership advice without the corporate wank!</p>no00:22:2029Trade Union Access Rights: What Small Businesses Need to Know | Peas in a Podcastfull<![CDATA[Accidental Managers: The 5 Responsibilities You Weren't Told About | Peas in a Podcast]]>Did you know that 82% of managers are appointed without any formal management training? They are "accidental managers", promoted because they were great at their technical job, but suddenly expected to lead people without a roadmap. Expecting a top technical performer to manage people without development is like telling a brilliant chef, "You're cracking with knives, why don't you have a go at open heart surgery?"

In this episode of Peas in a Podcast, Rebecca and Kay break down the five core areas of responsibility you actually take on when you step into management. From holding the line on team performance to managing frontline legal risks, we strip away the corporate wank to give you an honest blueprint for real-world leadership.

In this episode, we cover:

  • The 82% statistic and the trap of the accidental manager.
  • Why employee underperformance is often a direct reflection of management capability.
  • Mastering difficult conversations, from performance feedback to unpopular leadership decisions.
  • Frontline decisions and legal risks: How casual habits create costly precedents.
  • Psychological safety: Why tiny daily actions build or destroy workplace trust.
  • Role modelling and credibility: Why your behaviour is always under the microscope.

Level up your leadership with BossMode® Bootcamp

Managing people is hard, but you do not have to figure it out alone. BossMode® Bootcamp is our signature 8 week management programme for founders, team leaders, and new managers who want practical, no-nonsense tools to build high-performing teams with clarity and control.

👉 Explore BossMode® Bootcamp details and enrolment: https://peasinapodconsulting.org.uk/courses/

Connect with us:

peasinapodconsulting.org.uk

facebook.com/piapconsulting

instagram.com/peasinapodconsulting

Subscribe for weekly HR and leadership advice without the corporate wank!

]]>fa190c7d-4527-4525-945e-74ac97b5cb78Tue, 25 Aug 2026 04:00:00 GMT<p>Did you know that 82% of managers are appointed without any formal management training? They are "accidental managers", promoted because they were great at their technical job, but suddenly expected to lead people without a roadmap. Expecting a top technical performer to manage people without development is like telling a brilliant chef, "You're cracking with knives, why don't you have a go at open heart surgery?"</p><p></p><p>In this episode of Peas in a Podcast, Rebecca and Kay break down the five core areas of responsibility you actually take on when you step into management. From holding the line on team performance to managing frontline legal risks, we strip away the corporate wank to give you an honest blueprint for real-world leadership.</p><p></p><p>In this episode, we cover:</p><ul><li>The 82% statistic and the trap of the accidental manager.</li><li>Why employee underperformance is often a direct reflection of management capability.</li><li>Mastering difficult conversations, from performance feedback to unpopular leadership decisions.</li><li>Frontline decisions and legal risks: How casual habits create costly precedents.</li><li>Psychological safety: Why tiny daily actions build or destroy workplace trust.</li><li>Role modelling and credibility: Why your behaviour is always under the microscope.</li></ul><p></p><p><b>Level up your leadership with BossMode® Bootcamp</b> </p><p>Managing people is hard, but you do not have to figure it out alone. BossMode® Bootcamp is our signature 8 week management programme for founders, team leaders, and new managers who want practical, no-nonsense tools to build high-performing teams with clarity and control.</p><p></p><p>👉 Explore BossMode® Bootcamp details and enrolment: <a rel="noopener noreferrer nofollow" href="https://peasinapodconsulting.org.uk/courses/" target="_blank">https://peasinapodconsulting.org.uk/courses/</a></p><p></p><p>Connect with us: </p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a> </p><p><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a> </p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p></p><p>Subscribe for weekly HR and leadership advice without the corporate wank!</p>no00:18:0528Accidental Managers: The 5 Responsibilities You Weren't Told About | Peas in a Podcastfull<![CDATA[From Fish & Chip Shops to Founder Therapy: Our 10-Year Journey | Peas in a Podcast]]>Have you ever wondered why you started your business in the first place, especially on the days when managing people makes you want to pull your hair out? You are not alone.

This week on Peas in a Podcast, Rebecca and Kay strip back the corporate front to share their own founding story as Peas in a Pod Consulting turns 10. From 15-year-old Rebecca demanding her £60 holiday pay in a Reading chip shop, to Kay growing up in a vicarage learning servant leadership, this episode is an honest peek behind the curtain at what truly drives our business.

We unpack why every business owner needs to reconnect with their original "why", how personal values shape company culture, and why neither of us ever set out to run a traditional HR firm. Plus, we share a few of our most embarrassing early-day cock-ups (including a website that looked suspiciously like Asda and 17 printed forms for phone calls that never came!).

Subscribe for weekly zero-fluff leadership advice!

]]>9c26a036-5614-4fe4-a351-36cd3659e62cTue, 18 Aug 2026 08:16:54 GMT<p>Have you ever wondered why you started your business in the first place, especially on the days when managing people makes you want to pull your hair out? You are not alone.<br /><br />This week on Peas in a Podcast, Rebecca and Kay strip back the corporate front to share their own founding story as Peas in a Pod Consulting turns 10. From 15-year-old Rebecca demanding her £60 holiday pay in a Reading chip shop, to Kay growing up in a vicarage learning servant leadership, this episode is an honest peek behind the curtain at what truly drives our business.<br /><br />We unpack why every business owner needs to reconnect with their original "why", how personal values shape company culture, and why neither of us ever set out to run a traditional HR firm. Plus, we share a few of our most embarrassing early-day cock-ups (including a website that looked suspiciously like Asda and 17 printed forms for phone calls that never came!).<br /><br />Subscribe for weekly zero-fluff leadership advice!</p>no00:23:3127From Fish & Chip Shops to Founder Therapy: Our 10-Year Journey | Peas in a Podcastfull<![CDATA[Managing Planned Absence: You Have More Control Than You Think | Peas in a Podcast]]>When an employee requests time off or drops a sudden absence notification on your desk, your first instinct as a manager might be to panic or assume you simply have to say yes. But employers actually hold far more control over planned absences than most realise.

With Kay away on holiday, Rebecca is joined by senior consultant Natalie Close to break down the human and legal realities of managing planned leave without destroying team culture or operational output.

In this episode, we unpack:

  • The Legal Truth About Annual Leave: Why it’s a health and safety right (not a benefit) and how employers can legally dictate holiday timing, impose blackouts, or shut down for peak periods.
  • Family Leave & Antenatal Surprises: Handling antenatal appointment proof, managing paternity notifications given at the eleventh hour, and drawing the line between antenatal leave and sickness.
  • Cosmetic vs. Medical Surgery: How to handle requests for elective procedures (from turkey teeth to aesthetic tweaks) versus essential operations like hip replacements or hysterectomies.
  • Jury Service Deferrals: What rights you have as a business when a court summons threatens your busiest operational period.
  • The 2 Core Questions: The essential framework every employer needs when evaluating any time-off request.

Stop running your business on fear and guesswork. Tune in for practical, zero-fluff HR advice to help you manage your workforce with confidence.

Don't forget to Subscribe, hit the notification bell, and leave a comment with your biggest absence management headache!

]]>587f2e99-b2f2-49c8-be07-8d72f16774a6Wed, 12 Aug 2026 07:59:11 GMT<p>When an employee requests time off or drops a sudden absence notification on your desk, your first instinct as a manager might be to panic or assume you simply have to say yes. But employers actually hold far more control over planned absences than most realise.<br /><br />With Kay away on holiday, Rebecca is joined by senior consultant Natalie Close to break down the human and legal realities of managing planned leave without destroying team culture or operational output.<br /><br />In this episode, we unpack:</p><ul><li>The Legal Truth About Annual Leave: Why it’s a health and safety right (not a benefit) and how employers can legally dictate holiday timing, impose blackouts, or shut down for peak periods.</li><li>Family Leave &amp; Antenatal Surprises: Handling antenatal appointment proof, managing paternity notifications given at the eleventh hour, and drawing the line between antenatal leave and sickness.</li><li>Cosmetic vs. Medical Surgery: How to handle requests for elective procedures (from turkey teeth to aesthetic tweaks) versus essential operations like hip replacements or hysterectomies.</li><li>Jury Service Deferrals: What rights you have as a business when a court summons threatens your busiest operational period.</li><li>The 2 Core Questions: The essential framework every employer needs when evaluating any time-off request.</li></ul><p></p><p>Stop running your business on fear and guesswork. Tune in for practical, zero-fluff HR advice to help you manage your workforce with confidence.<br /><br />Don't forget to Subscribe, hit the notification bell, and leave a comment with your biggest absence management headache!</p>no00:24:3026Managing Planned Absence: You Have More Control Than You Think | Peas in a Podcastfull<![CDATA[Stop Having Meetings That Could Have Been an Email | Peas in a Podcast]]>If you have ever sat in a team meeting thinking "why are we here?", you are not alone. Unstructured, meandering team meetings are one of the biggest drains on time, energy, and money in scaling businesses.

In this episode of Peas in a Podcast, Kay and Rebecca (Directors of Peas in a Pod Consulting) unpack the human mechanics behind running genuinely effective team meetings. From six-hour marathon sessions to round-robins that descend into chat about the office coffee, we break down why meetings go wrong and how managers can get them right.

Stop letting meetings become expensive talking shops. Learn how to create structure, drive accountability, and get your team performing collectively.

Subscribe to the channel so you never miss an episode, share with a fellow leader, and leave us a comment with your biggest meeting pet peeves!

Connect with us:

peasinapodconsulting.org.uk

facebook.com/piapconsulting

instagram.com/peasinapodconsulting

]]>9a11b5f5-f52d-4147-8ea1-6f6443179e59Mon, 10 Aug 2026 10:45:22 GMT<p>If you have ever sat in a team meeting thinking "why are we here?", you are not alone. Unstructured, meandering team meetings are one of the biggest drains on time, energy, and money in scaling businesses.</p><p></p><p>In this episode of Peas in a Podcast, Kay and Rebecca (Directors of Peas in a Pod Consulting) unpack the human mechanics behind running genuinely effective team meetings. From six-hour marathon sessions to round-robins that descend into chat about the office coffee, we break down why meetings go wrong and how managers can get them right.</p><p>Stop letting meetings become expensive talking shops. Learn how to create structure, drive accountability, and get your team performing collectively.</p><p></p><p>Subscribe to the channel so you never miss an episode, share with a fellow leader, and leave us a comment with your biggest meeting pet peeves!</p><p></p><p>Connect with us:</p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a></p><p><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a></p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p>no00:36:0425Stop Having Meetings That Could Have Been an Email | Peas in a Podcastfull<![CDATA[Psychological Safety: Building Teams That Actually Talk | Peas in a Podcast]]>This week, Rebecca and Kay tackle a term that sounds like pure corporate fluff but directly impacts your bottom line: Psychological Safety. A lack of psychological safety costs UK small businesses an estimated £15.7 billion a year. It does not show up as a line item on your balance sheet; it hides behind high staff turnover, low productivity, absenteeism, and silence.

The moment your employees go quiet is the exact moment you have something to worry about. Passionate disruption means your team still cares, whereas silence means they have checked out completely.

In this episode, we strip away the HR buzzwords to discuss what it actually looks like to lead without the corporate guff. We break down our new favourite mantra, "When you're furious, get curious," and share exactly how to stop focusing on the symptoms of underperformance so you can address the root cause.

Plus, we share our own spectacular project failures to explain the three practical leadership pillars you need to role-model every day: Clarity, Vulnerability, and Fallibility.

Remember, people problems don’t fix themselves, and healthy cultures never happen by accident.

Don't forget to subscribe so you never miss an episode, and share this with a fellow founder who needs to hear it!

]]>a7b8975f-923f-466d-b1ef-e3494dcfb979Tue, 28 Jul 2026 08:18:32 GMT<p>This week, Rebecca and Kay tackle a term that sounds like pure corporate fluff but directly impacts your bottom line: Psychological Safety. A lack of psychological safety costs UK small businesses an estimated £15.7 billion a year. It does not show up as a line item on your balance sheet; it hides behind high staff turnover, low productivity, absenteeism, and silence.<br /><br />The moment your employees go quiet is the exact moment you have something to worry about. Passionate disruption means your team still cares, whereas silence means they have checked out completely.<br /><br />In this episode, we strip away the HR buzzwords to discuss what it actually looks like to lead without the corporate guff. We break down our new favourite mantra, "When you're furious, get curious," and share exactly how to stop focusing on the symptoms of underperformance so you can address the root cause.<br /><br />Plus, we share our own spectacular project failures to explain the three practical leadership pillars you need to role-model every day: Clarity, Vulnerability, and Fallibility.<br /><br />Remember, people problems don’t fix themselves, and healthy cultures never happen by accident.<br /><br />Don't forget to subscribe so you never miss an episode, and share this with a fellow founder who needs to hear it!</p>no00:29:2724Psychological Safety: Building Teams That Actually Talk | Peas in a Podcastfull<![CDATA[Tick-Boxes vs. True Empathy: How to Handle Redundancies Properly | Peas in a Podcast]]>Redundancy is easily one of the toughest parts of running a business. In this impromptu but highly timely episode of Peas in a Podcast, Kay and Bex strip away the corporate jargon to talk about the human reality of reducing headcount.

Focusing on small to medium businesses (up to 150 employees) navigating individual redundancies, they unpack what "fucking it up" actually looks like. Hint: it is usually treating a legal consultation process as a cold, tick-box exercise rather than a meaningful human conversation.

In this episode, we dive into:

  • Why you must never conflate performance management issues with a genuine redundancy situation.
  • The absolute necessity of a robust, well-documented business rationale before you start.
  • How to give employees true agency and a voice during a difficult transition.
  • The long-term strategic and reputational risks of getting it wrong (because online feedback is everywhere).
  • Why providing individualised career transition and outplacement support is both the kind thing to do and a smart business move.

Whether you are a founder currently facing these difficult decisions or a manager wanting to support your team with dignity, this episode offers practical, empathetic, and grounded advice.

Peas in a Pod Consulting offers a free one-hour consultation for business owners navigating these challenging times. Reach out to the team at PIAP Consulting to find out how we can act as your sounding board.

Don't forget to subscribe so you never miss an episode, and share this with a fellow founder who needs to hear it!

]]>43642d5a-454b-4e17-ba2b-0f76d407c643Tue, 21 Jul 2026 10:16:57 GMT<p>Redundancy is easily one of the toughest parts of running a business. In this impromptu but highly timely episode of Peas in a Podcast, Kay and Bex strip away the corporate jargon to talk about the human reality of reducing headcount.</p><p></p><p>Focusing on small to medium businesses (up to 150 employees) navigating individual redundancies, they unpack what "fucking it up" actually looks like. Hint: it is usually treating a legal consultation process as a cold, tick-box exercise rather than a meaningful human conversation.</p><p></p><p><b>In this episode, we dive into:</b></p><ul><li>Why you must never conflate performance management issues with a genuine redundancy situation.</li><li>The absolute necessity of a robust, well-documented business rationale before you start.</li><li>How to give employees true agency and a voice during a difficult transition.</li><li>The long-term strategic and reputational risks of getting it wrong (because online feedback is everywhere).</li><li>Why providing individualised career transition and outplacement support is both the kind thing to do and a smart business move.</li></ul><p></p><p>Whether you are a founder currently facing these difficult decisions or a manager wanting to support your team with dignity, this episode offers practical, empathetic, and grounded advice.</p><p>Peas in a Pod Consulting offers a free one-hour consultation for business owners navigating these challenging times. Reach out to the team at PIAP Consulting to find out how we can act as your sounding board.</p><p></p><p><i>Don't forget to subscribe so you never miss an episode, and share this with a fellow founder who needs to hear it!</i></p>no00:23:3523Tick-Boxes vs. True Empathy: How to Handle Redundancies Properly | Peas in a Podcastfull<![CDATA[Why Marketing Shouldn’t Write Your Company Values | Peas in a Podcast]]>Ever walked into an office, read a shiny placard about "Innovation and Integrity," and instantly rolled your eyes? You’re not alone. This week, Rebecca and Kay unpack a massive mistake founder-managers make when they’re moving fast: outsourcing their company values to the marketing department.

While marketing is brilliant at managing how your business is perceived, leadership is about how your business actually behaves. When there's a canyon between your website's marketing collateral and the reality of your workplace culture, it’s not just awkward—it’s dangerous for employee trust.

Tune in as we break down why your values shouldn’t be boring nouns, what it means for a value to be Memorable, Portable, and Emotional, and a rare peek behind the curtain at the 5 core values that keep Peas in a Pod real. Ditch the noun-based nonsense for values you’d actually lose money for.

Key Takeaways:
Why marketing looks at values outward, but leaders must look inward.
The 3 filters of a real company value: Is it memorable? Is it portable? Is it emotional?
How to turn useless noun values into "life-giving statements."
Real-life examples: From Timpson's culture to our own Pod non-negotiables.

Connect with us:

peasinapodconsulting.org.uk

facebook.com/piapconsulting

instagram.com/peasinapodconsulting

Subscribe for weekly HR advice without the corporate wank!

]]>50668162-addf-41b6-ab91-59ebe6a58c26Tue, 14 Jul 2026 07:30:00 GMT<p>Ever walked into an office, read a shiny placard about "Innovation and Integrity," and instantly rolled your eyes? You’re not alone. This week, Rebecca and Kay unpack a massive mistake founder-managers make when they’re moving fast: outsourcing their company values to the marketing department.<br /><br />While marketing is brilliant at managing how your business is perceived, leadership is about how your business actually behaves. When there's a canyon between your website's marketing collateral and the reality of your workplace culture, it’s not just awkward—it’s dangerous for employee trust.<br /><br />Tune in as we break down why your values shouldn’t be boring nouns, what it means for a value to be Memorable, Portable, and Emotional, and a rare peek behind the curtain at the 5 core values that keep Peas in a Pod real. Ditch the noun-based nonsense for values you’d actually lose money for.<br /><br />Key Takeaways:<br />Why marketing looks at values outward, but leaders must look inward.<br />The 3 filters of a real company value: Is it memorable? Is it portable? Is it emotional?<br />How to turn useless noun values into "life-giving statements."<br />Real-life examples: From Timpson's culture to our own Pod non-negotiables.</p><p></p><p>Connect with us:</p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a></p><p><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a></p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p></p><p>Subscribe for weekly HR advice without the corporate wank!</p>no00:31:5522Why Marketing Shouldn’t Write Your Company Values | Peas in a Podcastfull<![CDATA[AI Grievances: How to Handle a 70-Page Complaint Without Panicking | Peas in a Podcast]]>Welcome back to Season 2 of Peas in a Podcast! We are barreling headfirst into the crazy summer season, but before everyone jet-sets off on holiday, we need to talk about a massive, heavy burden currently landing in managers' inboxes: AI Grievances.

You know the score. Dave from Accounts, who usually struggles to string a coherent text together on Teams, suddenly submits a 70-page document packed with complex legalistic terminology and cited case law, sounding like he writes for the King’s Council.

It’s intimidating, it’s overwhelming, and quite frankly, it’s putting grievances on steroids. But behind the legalistic armor, AI is doing something incredibly dangerous: it's hallucinating fake case law, inflating employee expectations into delusional £500k tribunal claims, and completely destroying the true purpose of a grievance policy: conflict resolution.

In this episode, we unpack:
How to spot a heavily prompted, nebulous AI complaint (beyond just the bold text and bullet points).
The exact step-by-step reaction a founder or manager needs to have when a massive document lands on their desk.
How to modernise your grievance policy with specific boundaries around AI, summaries, and data confidentiality (GDPR).
Why an AI-generated grievance usually signals a deeper cultural failure, a lack of psychological safety, or a relationship that has completely imploded.
The ultimate takeaway? This isn't a court of law. You don't need to dismantle a 60-page AI manifesto point-by-point. You need to strip away the corporate wank, get curious, and get both parties in a room to talk.

Connect with us:
peasinapodconsulting.org.uk
facebook.com/piapconsulting
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]]>23d3e077-8cb9-41e7-89af-bcc9c5a400f8Tue, 07 Jul 2026 13:19:13 GMT<p>Welcome back to Season 2 of Peas in a Podcast! We are barreling headfirst into the crazy summer season, but before everyone jet-sets off on holiday, we need to talk about a massive, heavy burden currently landing in managers' inboxes: AI Grievances. <br /><br />You know the score. Dave from Accounts, who usually struggles to string a coherent text together on Teams, suddenly submits a 70-page document packed with complex legalistic terminology and cited case law, sounding like he writes for the King’s Council. <br /><br />It’s intimidating, it’s overwhelming, and quite frankly, it’s putting grievances on steroids. But behind the legalistic armor, AI is doing something incredibly dangerous: it's hallucinating fake case law, inflating employee expectations into delusional £500k tribunal claims, and completely destroying the true purpose of a grievance policy: conflict resolution. <br /><br />In this episode, we unpack: <br />How to spot a heavily prompted, nebulous AI complaint (beyond just the bold text and bullet points). <br />The exact step-by-step reaction a founder or manager needs to have when a massive document lands on their desk. <br />How to modernise your grievance policy with specific boundaries around AI, summaries, and data confidentiality (GDPR). <br />Why an AI-generated grievance usually signals a deeper cultural failure, a lack of psychological safety, or a relationship that has completely imploded. <br />The ultimate takeaway? This isn't a court of law. You don't need to dismantle a 60-page AI manifesto point-by-point. You need to strip away the corporate wank, get curious, and get both parties in a room to talk. <br /><br />Connect with us: <br /><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a> <br /><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a> <br /><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a> <br /><br />Subscribe for weekly HR advice without the corporate wank!</p>no00:30:3421AI Grievances: How to Handle a 70-Page Complaint Without Panicking | Peas in a Podcastfull<![CDATA[Ep.10 Who's Holding the Ball? Driving True Employee Accountability | Peas in a Podcast]]>We’ve made it to Episode 10, and what a rollercoaster of a first season it has been! To celebrate hitting this milestone, Rebecca and Kay are tackling one of the single biggest hurdles managers face: holding employees accountable for their performance.

Too many managers fall into the trap of thinking it’s their job to solve every employee problem, carry the emotional labour, and fix every mistake. In this episode, we unpack why performance is a two-way contractual relationship and how to stop playing what we call "shitty tennis" (where the ball of responsibility keeps getting smacked back into your court!).

In this season finale, we discuss:

  • The Performance Triangle: Balancing organisational framework, managerial guidance, and the employee’s ultimate responsibility.
  • Enablement vs. Accountability: Why you can’t have one without the other (and how to do your due diligence first).
  • You-Centred Questioning: Moving away from fixing things and using coaching skills to keep the ownership firmly with the employee.
  • The GROW Framework Shortcut: How to walk through Goal, Reality, Options, and Way Forward without drowning in corporate jargon.

Note: We are taking a quick 4-week summer breather to compile your burning questions and plan Season 2! We will be back in your ears on the first Tuesday of July. Have a topic you want us to cover? Drop a comment below or message us on our socials!

Connect with us:

peasinapodconsulting.org.uk

instagram.com/peasinapodconsulting

Subscribe for weekly HR advice without the corporate wank!


]]>e17145e5-23e3-4147-a340-7abfa8396553Tue, 09 Jun 2026 09:38:40 GMT<p>We’ve made it to Episode 10, and what a rollercoaster of a first season it has been! To celebrate hitting this milestone, Rebecca and Kay are tackling one of the single biggest hurdles managers face: holding employees accountable for their performance.<br /><br />Too many managers fall into the trap of thinking it’s their job to solve every employee problem, carry the emotional labour, and fix every mistake. In this episode, we unpack why performance is a two-way contractual relationship and how to stop playing what we call "shitty tennis" (where the ball of responsibility keeps getting smacked back into your court!).</p><p>In this season finale, we discuss:<br /></p><ul><li>The Performance Triangle: Balancing organisational framework, managerial guidance, and the employee’s ultimate responsibility.</li><li>Enablement vs. Accountability: Why you can’t have one without the other (and how to do your due diligence first).</li><li>You-Centred Questioning: Moving away from fixing things and using coaching skills to keep the ownership firmly with the employee.</li><li>The GROW Framework Shortcut: How to walk through Goal, Reality, Options, and Way Forward without drowning in corporate jargon.<p></p></li></ul><p>Note: We are taking a quick 4-week summer breather to compile your burning questions and plan Season 2! We will be back in your ears on the first Tuesday of July. Have a topic you want us to cover? Drop a comment below or message us on our socials!</p><p></p><p><b>Connect with us:</b></p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a></p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p></p><p>Subscribe for weekly HR advice without the corporate wank!</p><p><br /></p>no00:30:45110Ep.10 Who's Holding the Ball? Driving True Employee Accountability | Peas in a Podcastfull<![CDATA[Ep.9 Stop Calling It a 'Bad Attitude' – Handling Employee Misconduct | Peas in a Podcast]]>Ever experienced that heavy sinking feeling in your stomach when you walk into a team meeting and immediately get hit with eye-rolling, heavy sighing, or a wall of passive-aggressive silence?

As business owners and managers, we have all been there. You might pick up the phone to your HR team out of sheer frustration and say that an employee has a terrible attitude. But as we unpack in this episode, labelling someone like that is actually the quickest way to guarantee a feedback session fails. It feels personal, it triggers defensive deflection, and it completely kills accountability.

In this penultimate episode of Season 1, we drop the corporate guff to look at the messy, human reality of behavioural misconduct. We talk about why your most technically astute high performers are often your worst cultural offenders, and we break down how to handle the staff members who simply refuse to listen to reasonable instructions.

You will learn how to use the 'CCTV method' to swap subjective opinions for undeniable, physical facts. We also discuss how to balance genuine empathy for an overworked team member with the firm boundaries of your disciplinary policy. Finally, we share how to handle outright belligerence, including the art of holding a terrifyingly uncomfortable silence to make a difficult employee take responsibility for their actions.

Your team is watching how you handle disruption. Protecting a toxic person does not save your business, it just destroys your credibility with everyone else.

Connect with us:

peasinapodconsulting.org.uk
facebook.com/piapconsulting

instagram.com/peasinapodconsulting

Subscribe for weekly HR advice without the corporate wank!

#PeopleManagement #DifficultEmployees #WorkplaceCulture #HRAdvice #SmallBusinessOwner #LeadershipTips #PeasInAPodcast #ConflictResolution #Misconduct


]]>ac370fc1-dc60-4fdb-aa66-79b378af8c96Tue, 02 Jun 2026 09:56:29 GMT<p>Ever experienced that heavy sinking feeling in your stomach when you walk into a team meeting and immediately get hit with eye-rolling, heavy sighing, or a wall of passive-aggressive silence?<br /><br />As business owners and managers, we have all been there. You might pick up the phone to your HR team out of sheer frustration and say that an employee has a terrible attitude. But as we unpack in this episode, labelling someone like that is actually the quickest way to guarantee a feedback session fails. It feels personal, it triggers defensive deflection, and it completely kills accountability.<br /><br />In this penultimate episode of Season 1, we drop the corporate guff to look at the messy, human reality of behavioural misconduct. We talk about why your most technically astute high performers are often your worst cultural offenders, and we break down how to handle the staff members who simply refuse to listen to reasonable instructions.<br /><br />You will learn how to use the 'CCTV method' to swap subjective opinions for undeniable, physical facts. We also discuss how to balance genuine empathy for an overworked team member with the firm boundaries of your disciplinary policy. Finally, we share how to handle outright belligerence, including the art of holding a terrifyingly uncomfortable silence to make a difficult employee take responsibility for their actions.<br /><br />Your team is watching how you handle disruption. Protecting a toxic person does not save your business, it just destroys your credibility with everyone else.</p><p><b>Connect with us:</b></p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a><br /><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a></p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p>Subscribe for weekly HR advice without the corporate wank!<br /><br />#PeopleManagement #DifficultEmployees #WorkplaceCulture #HRAdvice #SmallBusinessOwner #LeadershipTips #PeasInAPodcast #ConflictResolution #Misconduct</p><p><br /></p>no00:33:5019Ep.9 Stop Calling It a 'Bad Attitude' – Handling Employee Misconduct | Peas in a Podcastfull<![CDATA[Ep.8 The Legal Risks in Recruitment You Must Know | Peas in a Podcast]]>Think employment law obligations only kick in once someone signs a contract? Think again. In this episode of Peas in a Podcast, Rebecca and Kay unpack the minefield that is legal risk in recruitment.

From discriminatory job adverts on shopfronts to the subtle ways unconscious bias sneaks into your yes and no piles, we break down the three critical stages where small business owners accidentally trip up: the terms, the assessment, and the decision.

We also dive into data protection rules, the right to work checks you absolutely must run for everyone, and how a poorly worded offer letter might accidentally lock you into paying a notice period for someone who hasn't even started. It's compliance, candidate experience, and a heavy dose of common sense (minus the corporate wank).

Connect with us:

peasinapodconsulting.org.uk
facebook.com/piapconsulting

instagram.com/peasinapodconsulting

Subscribe for weekly HR advice without the corporate wank!

#Recruitment #SmallBusinessUK #EmploymentLaw #CompanyCulture #PeasInAPodcast #HRAdvice #FounderTips

]]>752f3c23-473e-458a-a4ca-14353bf76e69Tue, 26 May 2026 09:56:08 GMT<p>Think employment law obligations only kick in once someone signs a contract? Think again. In this episode of Peas in a Podcast, Rebecca and Kay unpack the minefield that is legal risk in recruitment.<br /><br />From discriminatory job adverts on shopfronts to the subtle ways unconscious bias sneaks into your yes and no piles, we break down the three critical stages where small business owners accidentally trip up: the terms, the assessment, and the decision.<br /><br />We also dive into data protection rules, the right to work checks you absolutely must run for everyone, and how a poorly worded offer letter might accidentally lock you into paying a notice period for someone who hasn't even started. It's compliance, candidate experience, and a heavy dose of common sense (minus the corporate wank).</p><p></p><p><b>Connect with us:</b></p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a><br /><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a></p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p>Subscribe for weekly HR advice without the corporate wank!<br /><br />#Recruitment #SmallBusinessUK #EmploymentLaw #CompanyCulture #PeasInAPodcast #HRAdvice #FounderTips</p>no00:30:3118Ep.8 The Legal Risks in Recruitment You Must Know | Peas in a Podcastfull<![CDATA[Ep.7 What Really Drives Employee Performance? | Peas in a Podcast]]>Ever feel like you are chasing your tail trying to boost employee productivity? When performance dips, it is easy to assume your team either needs more training or a firmer set of targets. But true employee performance is actually a triangle made up of three essential components: direction, skills, and motivation. If just one of those corners is missing, the whole structure falls apart.

In this episode of Peas in a Podcast, we sit down with training and coaching specialist Nikki Prentice-Jones to break down the human side of management. Nikki introduces us to a brilliant tool called Motivational Maps, which helps you move past the guesswork and pinpoint exactly what makes each individual member of your team tick.

Whether you are looking to boost productivity, improve staff retention, or simply create a happier workplace culture, this episode offers practical, jargon-free advice you can start using today.

If you are ready to find out what truly motivates your own team, reach out to us at Peas in a Pod Consulting and we can help you get started.


Connect with us:

peasinapodconsulting.org.uk
facebook.com/piapconsulting

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Subscribe for weekly HR advice without the corporate wank!

#EmployeePerformance #SmallBusinessUK #TeamMotivation #HRAdvice #ManagementTips #PeasInAPodConsulting


]]>3aa16cb8-61e2-4013-b852-6f4de75f0754Tue, 19 May 2026 12:05:24 GMT<p>Ever feel like you are chasing your tail trying to boost employee productivity? When performance dips, it is easy to assume your team either needs more training or a firmer set of targets. But true employee performance is actually a triangle made up of three essential components: direction, skills, and motivation. If just one of those corners is missing, the whole structure falls apart.<br /><br />In this episode of Peas in a Podcast, we sit down with training and coaching specialist Nikki Prentice-Jones to break down the human side of management. Nikki introduces us to a brilliant tool called Motivational Maps, which helps you move past the guesswork and pinpoint exactly what makes each individual member of your team tick.<br /><br />Whether you are looking to boost productivity, improve staff retention, or simply create a happier workplace culture, this episode offers practical, jargon-free advice you can start using today.<br /><br />If you are ready to find out what truly motivates your own team, reach out to us at Peas in a Pod Consulting and we can help you get started.</p><p><br /><b>Connect with us:</b></p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a><br /><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a></p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p>Subscribe for weekly HR advice without the corporate wank!<br /><br />#EmployeePerformance #SmallBusinessUK #TeamMotivation #HRAdvice #ManagementTips #PeasInAPodConsulting</p><p><br /></p>no00:28:3917Ep.7 What Really Drives Employee Performance? | Peas in a Podcastfull<![CDATA[Ep.6 Stop Winging Your Probations (Before It Costs You) | Peas in a Podcast]]>"I thought I had two years to decide if they were right?" Think again. In this episode of Peas in a Podcast, Becky and Kay (and a very special guest, office dog, Simba) are tackling the massive shake-up hitting the UK legal landscape. With the Employment Rights Act coming into force, the old "two-year rule" for unfair dismissal is being slashed to just six months.


If you’ve been quietly ignoring the headlines, the legal updates, and the endless HR noise - honestly, we get it. There's a lot out there. But this shift in employment law is the one you actually need to pay attention to, and more importantly, you need to know how to get it right before it bites you.


We’re moving past the boring induction checklists and dusty HR handbooks. We’re talking about the human stuff: how to spot amber flags early, why you need to stop writing people off before you’ve coached them, and why your Month 6 deadline is actually a Month 5 deadline once you factor in notice periods.

In this episode, we tackle:

The Notice Period Math: Why your Month 6 decision actually has to happen in Month 5. 

Amber Flags: How to spot behavioral issues before they become permanent nightmares. 

Straight-Talk Feedback: Why coaching is a manager's most important tool right now. 

Rigor vs. Oblivion: Moving from "guessing" to a robust, intentional plan.

Don't get caught out by a legal headache you could have avoided with a bit of rigor and better planning.


Connect with us:

peasinapodconsulting.org.uk
facebook.com/piapconsulting

instagram.com/peasinapodconsulting

Subscribe for weekly HR advice without the corporate wank!

#UKEmploymentLaw #HumanResources #SmallBusinessUK #EmploymentRightsAct #ProbationPeriod #UnfairDismissal #HRTips #ManagementSkills #PeasInAPodcast #UKBusinessOwner #HROnboarding


]]>779445d3-a4b0-4b9e-9904-57fbd8cbbd9aTue, 12 May 2026 10:32:09 GMT<p>"I thought I had two years to decide if they were right?" Think again.<b> </b>In this episode of Peas in a Podcast, Becky and Kay (and a very special guest, office dog, Simba) are tackling the massive shake-up hitting the UK legal landscape. With the Employment Rights Act coming into force, the old "two-year rule" for unfair dismissal is being slashed to just six months.</p><p><br />If you’ve been quietly ignoring the headlines, the legal updates, and the endless HR noise - honestly, we get it. There's a lot out there. But this shift in employment law is the one you actually need to pay attention to, and more importantly, you need to know how to get it right before it bites you.</p><p><br />We’re moving past the boring induction checklists and dusty HR handbooks. We’re talking about the human stuff: how to spot amber flags early, why you need to stop writing people off before you’ve coached them, and why your Month 6 deadline is actually a Month 5 deadline once you factor in notice periods.<br /><br /></p><p><b>In this episode, we tackle:</b></p><p><b>The Notice Period Math:</b> Why your Month 6 decision actually has to happen in Month 5. </p><p><b>Amber Flags:</b> How to spot behavioral issues before they become permanent nightmares. </p><p><b>Straight-Talk Feedback:</b> Why coaching is a manager's most important tool right now. </p><p><b>Rigor vs. Oblivion:</b> Moving from "guessing" to a robust, intentional plan.</p><p>Don't get caught out by a legal headache you could have avoided with a bit of rigor and better planning.</p><p><br /><b>Connect with us:</b></p><p><a rel="noopener noreferrer nofollow" href="http://peasinapodconsulting.org.uk" target="_blank">peasinapodconsulting.org.uk</a><br /><a rel="noopener noreferrer nofollow" href="http://facebook.com/piapconsulting" target="_blank">facebook.com/piapconsulting</a></p><p><a rel="noopener noreferrer nofollow" href="http://instagram.com/peasinapodconsulting" target="_blank">instagram.com/peasinapodconsulting</a></p><p></p><p>Subscribe for weekly HR advice without the corporate wank!<br /><br />#UKEmploymentLaw #HumanResources #SmallBusinessUK #EmploymentRightsAct #ProbationPeriod #UnfairDismissal #HRTips #ManagementSkills #PeasInAPodcast #UKBusinessOwner #HROnboarding</p><p><br /></p>no00:33:2616Ep.6 Stop Winging Your Probations (Before It Costs You) | Peas in a Podcastfull<![CDATA[Ep.5 From Storming to Soaring: Build a High-Performing Team | Peas in a Podcast]]>In this episode of Peas in a Podcast, we tackle a question most leaders don't think to ask: is your team actually a team… or just a group of people sharing Wi-Fi?

If you’re trying to build a high-performing team but keep running into friction, silos, or passive-aggressive Slack messages, the problem isn’t talent—it’s team dynamics. High team performance doesn’t magically appear; it’s built (and often rebuilt) through understanding the stages of team development.

We break down why so many teams get stuck in the dreaded storming stage, how team conflict can either destroy performance or fuel it, and what your leadership style has to do with all of it (spoiler: quite a lot).

You’ll learn:

  • The critical difference between a team vs group (yes, there is one—and it matters)
  • Why accountability in teams often fails (and how to fix it without becoming a micromanager)
  • How to create real team alignment using simple, practical tools
  • Why most attempts at team development stall before they ever reach high performance

If you’ve ever wondered why your team isn’t performing, or how to turn a group into a team, this episode gives you the straight answer—no fluff, no theory overload.

Because building a high-performing team isn’t luck. It’s leadership.

]]>b33d3126-3c08-4f3d-b6d5-09a6994f30efTue, 05 May 2026 13:07:19 GMT<p>In this episode of <i>Peas in a Podcast</i>, we tackle a question most leaders don't think to ask: <b>is your team actually a team… or just a group of people sharing Wi-Fi?</b></p><p></p><p>If you’re trying to <b>build a high-performing team</b> but keep running into friction, silos, or passive-aggressive Slack messages, the problem isn’t talent—it’s <b>team dynamics</b>. High <b>team performance</b> doesn’t magically appear; it’s built (and often rebuilt) through understanding the <b>stages of team development</b>.</p><p></p><p>We break down why so many teams get stuck in the dreaded <b>storming stage</b>, how <b>team conflict</b> can either destroy performance or fuel it, and what your <b>leadership style</b> has to do with all of it (spoiler: quite a lot).</p><p></p><p>You’ll learn:</p><ul><li>The critical difference between a <i>team vs group</i> (yes, there is one—and it matters)</li><li>Why <b>accountability in teams</b> often fails (and how to fix it without becoming a micromanager)</li><li>How to create real <b>team alignment</b> using simple, practical tools</li><li>Why most attempts at <b>team development</b> stall before they ever reach high performance<p></p></li></ul><p>If you’ve ever wondered <b>why your team isn’t performing</b>, or how to <b>turn a group into a team</b>, this episode gives you the straight answer—no fluff, no theory overload.</p><p>Because building a high-performing team isn’t luck. It’s leadership.</p>no00:39:3115Ep.5 From Storming to Soaring: Build a High-Performing Team | Peas in a Podcastfull<![CDATA[Ep.4 It's Not a Flexible Working Problem - It's a Leadership Problem | Peas in a Podcast]]>Most managers view flexible working as a threat to productivity. The reality? It’s the single biggest competitive advantage you can secure for your business.

Employment laws have shifted, making flexible working a day-one right for employees. The business justification process is gone, and the old way of managing (through presence and surveillance) is failing to attract the talent you need.

In this episode, we move past the fear. We break down the legal realities of the new flexible working reforms and, more importantly, the leadership mindset shift required to make them work.

What you’ll learn in this episode:
- How the "day-one" right to flexible working changes your hiring and management process.
- The legally defensible reasons to reject a request, and how to communicate them fairly.
- Why fear of losing control is costing you your best people and fuelling the 'presenteeism' myth.
- How to pivot from tracking hours to tracking results, and why this is the secret to higher engagement and retention.

Don't let outdated beliefs or legal anxiety hold your business back. Learn how to transform flexibility into your organization’s greatest asset.

Listen now to future-proof your leadership approach.

]]>77c2fadf-4b8b-4441-97f1-e871aa9f1807Tue, 28 Apr 2026 08:35:42 GMT<p>Most managers view flexible working as a threat to productivity. The reality? It’s the single biggest competitive advantage you can secure for your business.<br /><br />Employment laws have shifted, making flexible working a day-one right for employees. The business justification process is gone, and the old way of managing (through presence and surveillance) is failing to attract the talent you need.<br /><br />In this episode, we move past the fear. We break down the legal realities of the new flexible working reforms and, more importantly, the leadership mindset shift required to make them work.<br /><br />What you’ll learn in this episode:<br />- How the "day-one" right to flexible working changes your hiring and management process.<br />- The legally defensible reasons to reject a request, and how to communicate them fairly.<br />- Why fear of losing control is costing you your best people and fuelling the 'presenteeism' myth.<br />- How to pivot from tracking hours to tracking results, and why this is the secret to higher engagement and retention.<br /><br />Don't let outdated beliefs or legal anxiety hold your business back. Learn how to transform flexibility into your organization’s greatest asset.<br /><br />Listen now to future-proof your leadership approach.</p>no00:30:1714Ep.4 It's Not a Flexible Working Problem - It's a Leadership Problem | Peas in a Podcastfull<![CDATA[Ep.3 Avoiding Conflict Kills Team Culture - Navigating Difficult Conversations | Peas in a Podcast]]>Does the thought of giving tough feedback give you the "ick"? You aren't alone. Most managers avoid difficult conversations to protect morale, but procrastination actually breeds resentment and toxic culture.

In this episode, we dive into the psychology of why we avoid conflict and provide a step-by-step framework to handle performance issues, redundancies, and behavior problems without breaking trust.

Postponing a tough talk with an employee might feel like you’re keeping the peace, but you’re actually building a pressure cooker. Today, we’re sharing a practical guide on how to navigate difficult workplace conversations with confidence.

Whether you’re a new lead or a seasoned exec, learn how to use objective evidence, "I" statements, and radical curiosity to transform awkward confrontations into productive growth opportunities. Stop dreading the "ick" and start building a culture of radical transparency.

]]>f951cc8c-c8cf-4a9a-90d0-530264010412Tue, 21 Apr 2026 09:51:15 GMT<p>Does the thought of giving tough feedback give you the "ick"? You aren't alone. Most managers avoid difficult conversations to protect morale, but procrastination actually breeds resentment and toxic culture.<br /><br />In this episode, we dive into the psychology of why we avoid conflict and provide a step-by-step framework to handle performance issues, redundancies, and behavior problems without breaking trust.<br /><br />Postponing a tough talk with an employee might feel like you’re keeping the peace, but you’re actually building a pressure cooker. Today, we’re sharing a practical guide on how to navigate difficult workplace conversations with confidence.<br /><br />Whether you’re a new lead or a seasoned exec, learn how to use objective evidence, "I" statements, and radical curiosity to transform awkward confrontations into productive growth opportunities. Stop dreading the "ick" and start building a culture of radical transparency.</p>no00:28:2313Ep.3 Avoiding Conflict Kills Team Culture - Navigating Difficult Conversations | Peas in a Podcastfull<![CDATA[Ep.2 The Real Reason You Can't 'Get Good Staff' | Peas in a Podcast]]>Struggling to find the right people for your small business? You're not alone. Hiring the wrong person can be costly, not just financially, but in reputation, morale, and future growth.

The real secret? It all starts with defining who you are as a business — your values, your purpose, and the behaviours that make your culture unique. Yet, so many small teams rush into recruitment without this crucial clarity, leading to mis-hires, wasted time, and long-term damage.

In this episode, we uncover how failing to properly scope roles and articulate your company's core identity is the biggest pitfall for scaling businesses. You’ll discover why the best recruitment strategies begin long before you post a single job ad.

We break down:

  • How to craft compelling role profiles rooted in your company’s “why”
  • The importance of values-based hiring over mere skill set checks
  • Practical ways to avoid bias and legal risks by focusing on objective, observable behaviours
  • The secret to creating emotional buy-in through your employer value proposition (EVP)
  • Why small businesses are uniquely positioned to attract loyal, motivated talent with creative perks like “Hot Food Fridays” and flexible culture, not just big benefits

If you’re tired of hiring cycles that lead nowhere, or if you want to genuinely connect with candidates who believe in your mission, this episode is essential listening.

We show how a small investment upfront pays off in building a resilient, diverse team that accelerates growth and sustains your culture. Perfect for entrepreneurs, HR leaders, and anyone involved in hiring. Learn how to stop wading through the wrong applicants and start attracting the right ones, every time.

Don’t miss out on transforming your recruitment approach from reactive to strategic. Because in this competitive talent market, everything starts with clarity (and that includes your perfect hire).

]]>926b692f-66d5-45cf-a87d-67322e5b01bfWed, 15 Apr 2026 10:33:01 GMT<p>Struggling to find the right people for your small business? You're not alone. Hiring the wrong person can be costly, not just financially, but in reputation, morale, and future growth.</p><p></p><p>The real secret? It all starts with defining <i>who</i> you are as a business — your values, your purpose, and the behaviours that make your culture unique. Yet, so many small teams rush into recruitment without this crucial clarity, leading to mis-hires, wasted time, and long-term damage.</p><p></p><p>In<a rel="noopener noreferrer nofollow" href="http://damage.In" target="_blank"> </a>this episode, we uncover how failing to properly scope roles and articulate your company's core identity is the biggest pitfall for scaling businesses. You’ll discover why the best recruitment strategies begin long before you post a single job ad.</p><p></p><p>We break down:</p><ul><li>How to craft compelling role profiles rooted in your company’s “why”</li><li>The importance of values-based hiring over mere skill set checks</li><li>Practical ways to avoid bias and legal risks by focusing on objective, observable behaviours</li><li>The secret to creating emotional buy-in through your employer value proposition (EVP)</li><li>Why small businesses are uniquely positioned to attract loyal, motivated talent with creative perks like “Hot Food Fridays” and flexible culture, not just big benefits</li></ul><p></p><p>If you’re tired of hiring cycles that lead nowhere, or if you want to genuinely connect with candidates who believe in your mission, this episode is essential listening.</p><p></p><p>We show how a small investment upfront pays off in building a resilient, diverse team that accelerates growth and sustains your culture. Perfect for entrepreneurs, HR leaders, and anyone involved in hiring. Learn how to stop wading through the wrong applicants and start attracting the right ones, every time.</p><p></p><p>Don’t miss out on transforming your recruitment approach from reactive to strategic. Because in this competitive talent market, everything starts with clarity (and that includes your perfect hire).</p>no00:32:2812Ep.2 The Real Reason You Can't 'Get Good Staff' | Peas in a Podcastfull<![CDATA[Ep.1 Management is about who, not what | Peas in a Podcast]]>Most leaders rely on a single leadership style, mistakenly believing it is a one-size-fits-all solution. But what if the secret to true influence lies in mastering six distinct emotional styles and knowing exactly when to switch?

In this episode, Kay and Rebecca explore how strategic style-shifting leads to better results, happier teams, and significantly less burnout. You will dive into the world of Goleman’s six leadership frameworks to understand why the most successful leaders act as chameleons, adapting their approach to meet the specific needs of the moment.

Over-relying on one mode can damage your effectiveness. We discuss the dangers of the pace-setting style, why a shared vision can sometimes hinder progress, and how flexibility fuels innovation. Whether you are managing a small team or scaling a global organisation, this conversation provides a practical blueprint for navigating complex challenges with confidence.

In an era of unavoidable complexity, the ability to switch gears effortlessly is the ultimate game-changer. Perfect for managers, business owners, and aspiring leaders: this episode unlocks the hidden power of style agility. Refine your toolkit, raise your self-awareness, and start making every interaction more impactful today.

]]>13e87599-ad29-4781-907f-2120a9d95998Tue, 07 Apr 2026 10:12:10 GMT<p>Most leaders rely on a single leadership style, mistakenly believing it is a one-size-fits-all solution. But what if the secret to true influence lies in mastering six distinct emotional styles and knowing exactly when to switch?</p><p></p><p>In this episode, Kay and Rebecca explore how strategic style-shifting leads to better results, happier teams, and significantly less burnout. You will dive into the world of Goleman’s six leadership frameworks to understand why the most successful leaders act as chameleons, adapting their approach to meet the specific needs of the moment.</p><p></p><p>Over-relying on one mode can damage your effectiveness. We discuss the dangers of the pace-setting style, why a shared vision can sometimes hinder progress, and how flexibility fuels innovation. Whether you are managing a small team or scaling a global organisation, this conversation provides a practical blueprint for navigating complex challenges with confidence.</p><p></p><p>In an era of unavoidable complexity, the ability to switch gears effortlessly is the ultimate game-changer. Perfect for managers, business owners, and aspiring leaders: this episode unlocks the hidden power of style agility. Refine your toolkit, raise your self-awareness, and start making every interaction more impactful today.</p>no00:30:10Ep.1 Management is about who, not what | Peas in a Podcastfull<![CDATA[Welcome to Peas in a Podcast: Real Talk for Leaders with Nowhere to Hide]]>Welcome to Peas in a Podcast. We’re two female founders who spent years as managers on the other side of the table—held accountable for results, but without the HR advice we actually needed to achieve them. So, we became the people we needed.

We’ve seen every workplace drama you can imagine (and some you shouldn’t). We don’t sugar-coat, we don’t sit on the fence, and we definitely don’t do "LinkedIn leadership guff." We’re passionate about people, serious about results, and the ones you want in your corner when things go wrong.

Our first episode drops this Tuesday, with new episodes coming your way every week.

What to expect:

  • Candid perspectives and qualified advice.
  • Strong opinions and the occasional (necessary) rant.
  • Zero-fluff strategies for small business owners and leaders.

Subscribe now and get the real-world leadership advice you’ve been looking for.

]]>6147ec6e-c894-457f-8397-3619cb26c33bFri, 27 Mar 2026 12:49:25 GMT<p><b>Welcome to Peas in a Podcast.</b> We’re two female founders who spent years as managers on the other side of the table—held accountable for results, but without the HR advice we actually needed to achieve them. So, we became the people we needed.</p><p></p><p>We’ve seen every workplace drama you can imagine (and some you shouldn’t). We don’t sugar-coat, we don’t sit on the fence, and we definitely don’t do "LinkedIn leadership guff." We’re passionate about people, serious about results, and the ones you want in your corner when things go wrong.</p><p></p><p><b>Our first episode drops this Tuesday, with new episodes coming your way every week.</b></p><p></p><p><b>What to expect:</b></p><ul><li>Candid perspectives and qualified advice.</li><li>Strong opinions and the occasional (necessary) rant.</li><li>Zero-fluff strategies for small business owners and leaders.</li></ul><p></p><p><b>Subscribe now and get the real-world leadership advice you’ve been looking for.</b></p>no00:01:13Welcome to Peas in a Podcast: Real Talk for Leaders with Nowhere to Hidetrailer