Random Acts of HR: Why They Don’t Work (and What to Do Instead)

If you’re a small business owner, chances are HR wasn’t the reason you started your business. You wanted to serve your customers, build something of your own, and create a company that makes a difference.

And yet, here you are - fielding questions about time off, Googling employee handbook templates, and wondering if that contractor you’ve been paying should actually be on payroll.

This is what I call “Random Acts of HR.”

It’s how many small business owners handle HR when they don’t have a dedicated HR resource or a system to guide them. And honestly? It’s understandable. You’re busy. You do what needs to be done in the moment.

But over time, random acts of HR cost you more time, money. And they add up quickly.

Want to know how your HR measures up?

That’s exactly why I created the STABLE HR Scorecard. In just a few minutes, you’ll see how your HR stacks up.

The scorecard gives you a clear picture of where you’re strong, where the cracks are forming, and what you can do right now to start making HR simpler and more effective.

Take the STABLE HR Scorecard

Random acts of HR happen when:

• You only react to issues once they’ve already become a problem.

• You implement something because you know it has to be done - but it doesn’t connect to anything else.

• You rely on Google searches, templates, or advice from another business owner (whose situation might look nothing like yours).

It feels like progress, but in reality, you’re piecing together HR activities that don’t add up to a bigger picture.

It’s like trying to build a house by grabbing random materials from the hardware store—some wood here, a couple of nails there—without a blueprint. You might end up with four walls, but they won’t be sturdy, and they won’t be connected in a way that lasts.

• They Don’t Connect

  You might create a policy for attendance, but if it doesn’t align with your PTO system or how you track time, it creates confusion instead of clarity.

• They’re Disjointed

  One solution solves today’s issue but creates tomorrow’s headache. For example: hiring quickly to fill a gap without a structured onboarding plan leads to higher turnover and wasted payroll dollars.

• They Don’t Prepare You for Growth

  What works with 5 employees usually falls apart at 15. And once you hit 25 or 50 employees, compliance requirements shift—fast. Random acts don’t scale; systems do.

• They Cost More in the Long Run

  Fines, turnover, low morale, wasted admin time—these are all hidden costs of disjointed HR. And they add up quickly.

Here’s the thing: HR is complex by nature—laws change, people are unpredictable, and no two businesses are alike.

But that doesn’t mean your HR system has to be complicated.

At its core, every business—whether you have 5 employees or 5000—needs the same foundational elements. That’s why I use the STABLE HR framework:

• S – Systems & Administration: The day-to-day HR operations that keep your business running smoothly (payroll, onboarding, documentation, HR software).

• T – Talent (People & Processes): How you hire, train, retain, and develop your team.

• A – Accountability (Compliance & Risk): Staying legally compliant and protected while keeping your policies clear and enforceable.

• B – Belonging (Culture & Communication): Shaping the environment your employees work in every day, so they feel connected and engaged.

• L – Leadership Enablement: Equipping you (and your managers) with the tools to lead confidently without being buried in HR complexity.

• E – Employee Experience: Bringing it all together to create a workplace people want to stay in.

These aren’t corporate luxuries—they’re the foundation of a healthy business. The only difference between a small business and a large one isn’t whether these pillars matter. It’s simply how you implement them.

And implementation doesn’t need to be over-engineered. A well-thought-out HR system can be streamlined, tailored, and simple to run.

If you’re not sure where to start, the STABLE HR Scorecard is a great first step. It shows you exactly which areas of HR are working well—and which ones are draining your time, money, and energy.

You’ll walk away with a personalized score and practical next steps to help you move from “random acts of HR” to a system that actually supports your business.

Take the STABLE HR Scorecard

When HR is simplified into a cohesive system, you:

• Get back your time. No more spinning your wheels in late-night Google rabbit holes.

• Save money. Avoiding turnover, fines, and inefficiency more than pays for itself.

• Regain your energy. Instead of constantly putting out fires, you lead with confidence.

That’s the power of HR done with intention. Simplicity doesn’t mean cutting corners—it means putting the right pieces in place so your HR runs smoothly without draining you.

This is what I do at On Demand HR Solutions.

I help small business owners move from random acts of HR to well-designed HR systems that are practical, compliant, and easy to maintain.

My focus is on simplifying HR so you can stop worrying about what you might be missing and get back to running your business.

If you recognize some random acts of HR happening in your business, you’re not alone. Most small business owners are in the same boat.

The important thing is knowing there’s a better way.

👉 Start small. Take the free STABLE HR Scorecard assessment and find out where your HR is strong—and where it may be costing you time, money, and energy.

In less than 5 minutes, you’ll get a clear picture of your HR stability and simple steps to start building a system that actually works for your business.

👉 Take the STABLE HR Scorecard

Random acts of HR might get you through the day, but they won’t get you where you want to go.

When HR is simplified and connected, it stops being a headache and starts being a smart strategy. And that gives you back what matters most: your time, your energy, and your money.