For HR, Employee Relations, and Learning & Development leaders in the public sector, one challenge comes up repeatedly: helping managers have difficult conversations at work. 

Whether it’s addressing poor performance, tackling inappropriate behaviour, or resolving team conflict, these conversations often feel harder—and riskier—than in other sectors. Managers know they need to act, but many delay or avoid the conversation altogether. 

So, why are difficult conversations in the public sector so tough—and how can HR and L&D leaders make them easier? 

  1. The weight of accountability

Public sector managers operate under constant scrutiny—from the public, regulators, unions, and sometimes political oversight. That scrutiny creates a very real fear of: 

  • Saying the wrong thing and triggering a grievance. 
  • Mishandling a conversation that escalates into a formal case. 
  • Damaging trust or morale within already-stretched teams. 

It’s no wonder that many managers hesitate. But this hesitation runs against what many organisations—including the NHS—are striving for: a “just and learning culture”, where mistakes are addressed openly and constructively, not hidden for fear of blame. 

The longer managers wait, the bigger the problem—and the harder the resolution. 

  1. Complex HR policies and procedures

Fairness, transparency, and compliance are critical in public sector organisations. But complex HR policies can unintentionally make managers cautious. What should be a straightforward, human conversation can get lost in process, paperwork, and worry about “following the rules.” 

That’s where HR and ER leaders face a balancing act—ensuring compliance while also encouraging early, informal conversations that prevent escalation. 

  1. Teams under pressure

Public sector teams are often working with limited resources, tight budgets, and emotionally demanding workloads. Managers naturally want to protect their people, so they may avoid raising difficult topics; though unresolved issues spread tension, drag down morale, and increase the likelihood of formal cases—hello more pressure! 

So, what can be done? 

The good news is that supporting managers with difficult conversations doesn’t have to mean complex, resource-heavy training programmes. It’s about giving them tools that are simple, practical, and easy to apply. 

Here are three ways HR and L&D leaders can help: 

  • Build confidence, not just compliance. Policies matter, but confidence is what gives managers the courage to have an open, respectful conversation. 
  • Make learning bitesized. Long training sessions don’t always stick. Short, focused learning tools are easier to absorb and apply in real time. 
  • Promote early action. The earlier a conversation happens, the less likely it is to escalate into a formal ER case. 

How 10to3 videos support public sector managers 

For public sector HR, ER, and L&D leaders, the real value lies in helping managers act early—before small issues spiral into formal cases. That’s where short, practical learning resources come into their own. 

We are committed to supporting the public sector and creating great places to work. With tools like 10to3’s video library, you’re giving managers: 

  • Confidence in the moment  
  • Consistency across teams – reduces risk and builds trust 
  • Less firefighting as fewer issues escalate 

And because we understand the unique pressures on public services, we offer specialised pricing for public sector organisations. That way, you can deliver real impact for managers and teams without stretching already-tight budgets. Check out our public sector offering here.  

Ultimately, the value isn’t in the training resource itself—it’s in what it enables: earlier conversations, healthier team dynamics, reduced formal cases, and a stronger culture of openness across your organisation 

Difficult conversations in the public sector can feel uncomfortable, where accountability, policy, and pressure add extra layers of complexity, but giving your managers the right support and tools to have good conversations, can make them manageable. 

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