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Partnering with SME companies throughout East Anglia, Michelle Denny Recruitment is a recruitment agency which specialises in personalised recruitment consultancy services in Norfolk and Suffolk to help you discover that elusive new member of staff at a budget that suits you.

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With different campaign options to meet your requirements and innovative marketing strategies to captivate worthy candidates, we'll present you with a refreshing, no-fuss approach to recruitment. Whether you need a comprehensive recruitment drive with full support, or a simple campaign to find you candidates to review in-house, we'll work with you as an extension of your team, to understand your business and the people within it. 

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We'll introduce you to companies with job opportunities across Norfolk, Suffolk and beyond that share your values and understand your career aspirations so you can feel confident in your job search. With guidance, support, constructive feedback and consistent communication as standard throughout our approach, Michelle Denny Recruitment Consultancy looks beyond your CV to discover what makes you, you!

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With a clear direction, straightforward application process and ongoing recommendations, we’ll provide you with the ultimate match-making service to help you find the right job, in the right company, with the right team. Learn more, view our current vacancies and upload your CV to register for upcoming roles too.

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Developing Managers in Norfolk and Suffolk: the missing link in hiring, retention and your employer brand

  • Michelle Denny
  • Sep 21
  • 3 min read

If you invest in hiring, you should also invest in the people who make that hire successful - your middle managers.


When managers know how to set clear expectations, run good one to ones, give timely feedback and handle tricky conversations, new starters settle faster and teams stay engaged. When managers are promoted and left to sink or swim, you feel it in attrition, productivity and reputation across the local market.


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This is not about a one off course. It is about regular and practical development on the moments that matter, with an eye on current UK employment rights so your day to day practice stays fair and compliant.


Why now?


Employment rights continue to evolve and managers are the first line in making the right call with the right tone. Rather than list every detail, the safest approach is to keep managers familiar with the themes that recur in real life. Flexible working requests. Carer’s leave. Preventing harassment. Redundancy protections. Changes around consultation and contract terms. Policies and scripts help, but confidence comes from practice and a clear route to escalate when needed.


For the latest official guidance, check GOV.UK and ACAS and confirm any decision with your HR team or adviser. (GOV.UK)


What good looks like in practice


  • Purposeful one to ones. Short and regular. Cover priorities, roadblocks and wellbeing. Agree two way actions and follow up next time.

  • Clear expectations from day one. Define outcomes, decision rights and how success will be reviewed. If you still run formal appraisals, keep them light and supported by regular check ins.

  • A simple feedback model. Use clear examples, impact and a next step. Keep it specific and timely so people know what to repeat and what to change.

  • Difficult conversations that de escalate. Give managers practical language and a safe route to escalate fairly if performance or conduct does not improve.

  • Statutory requests handled well. Give managers a simple process for time limits, who decides and what to document, plus the right tone for open and fair conversations. For clarity on flexible working, carer’s leave and related topics, see ACAS and GOV.UK then confirm locally with HR. (Acas)

  • Everyday prevention on respect and safety. With a legal duty to take reasonable steps on harassment now in force, prevention lives in day to day behaviour and early intervention by managers. (GOV.UK)


A sensible starting point


You do not need a training juggernaut. Start by setting a clear baseline for how you want management done in your business. We suggest three focus areas that fit most Norfolk and Suffolk teams.


  1. Manager foundations

    Running one to ones. Setting expectations. Coaching skills. How to give and receive feedback. How to hold boundaries with a fair process.


  2. Handling the hard stuff

    Flexible working and other statutory requests handled inside time limits and with a constructive tone. Leave entitlements understood and planned for. Selection and consultation in any change handled with care. Everyday prevention of harassment through clear standards and swift action. Use ACAS or GOV.UK for the latest steps and confirm locally with HR before action. (Acas)


  3. Leading through change

    Managers who explain context, are candid about constraints and give next steps build trust. That protects your employer brand more than any careers page.


Link this post to your pieces on onboarding and probation, first ninety days, interview prompts & feedback so your managers can go deeper without hunting resources.


How to measure the upside


  • Engagement improves when one to ones happen and feedback is specific.

  • Productivity improves when new starters ramp faster and rework reduces.

  • Risk reduces when requests and concerns are handled on time and documented.

  • Retention improves when managers set clear expectations and keep communication human.


You will also notice managers who breathe easier. Confident managers create calmer teams. That travels quickly across Norfolk and Suffolk networks.


Want a simple checklist to get started?


We have created a short and practical Manager Development Essentials checklist. It covers expectations, rhythms and conversation guides in line with current UK guidance. If you would like a copy, email hello@dennyrecruits.com with subject Manager Development Essentials and we will send it. If you want introductions, we can point you to trusted local providers based on your size, sector and needs.


Note on accuracy - Employment law changes. For current rules and time limits, use GOV.UK and ACAS then confirm with your HR team or adviser before you act. (GOV.UK)


This article is general guidance only. For legal advice on a specific case, please speak to your legal adviser or HR specialist.

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