My gym is on the sea front opposite the Pier, I go early mornings before work. As I walk along Marine Parade there is often a homeless person sat next to one of the vents from the Sea Life Centre, keeping warm. They are always asleep with their head shrouded in a hood from the hoodie they wear. I have no idea what they look like and I don’t wish to disturb them so I go quietly past. But I do think about them and wonder what their story is. If I had a motto it would be “everyone has a story”. To my mind, that makes everybody important.

I go to St Mary’s Church in Kemptown. Although I stepped down as Church Warden, I still help to prep Sunday services and I’m on the flower arranging rota (I think I’d describe my floral efforts as‘not terrible’!). Fr Andrew is very focused on our commitment and support for the local community and the homeless. On Christmas day we have a buffet lunch for the homeless and those unable to providefor themselves and it’s an opportunity to talk to some of our guests and hear their stories.

What strikes me is just how easy it is to find yourself without a roof over your head. Circumstances spiral out of control, domestic situations fall apart, places of shelter close, maybe mental health creates a barrier to seeking support, escape from abusive situations and so many other reasons. The generalization of it being down to drugs or alcohol abuse couldn’t be further from the truth. It’s a very real threat and very scary.

This should be a consideration that is front and center in all employees’ minds, especially when deciding to take the step into performance management. The 2012 Unfair Dismissal and Statement of Dismissal Order makes it all too easy for an employer to dismiss an employee with under two years’ service. The process may be simple but is it ethical, is it fair?

Even after some 30 years in HR it is never an easy decision to deprive someone of their job and income and it should never be. No employee should be seen as merely a disposable device, this is a person, a human being, and they have a story just as important as the person making the decisions about their future.

I urge all employers to look hard at their internal support structures, appraisals, job chats, regular feedback, capability process. Why give a formal warning meaning a time-consuming investigation and disciplinary if an improvement notice is more expedient and affords clear guidance and an opportunity to turn things around? How many who preside over a disciplinary have read their disciplinary and dismissal policy in detail and how many have read the essential ACAS guidance?

We have to be transparent, compliant with our procedures and ultimately we have to be fair because within that process is a person. Maybe they are quite blasé about it, maybe they clearly see why they are in this situation or maybe they are now terrified about their future, and it’s all in your hands.

So always follow a process. if it’s a disciplinary you must conduct a full and thorough investigation first. If it’s a performance management situation make sure your performance standards are clear from the outset of everyone’s employment because whatever you decide will impact both a human being and their story.