Every time a manager hesitates on a capacity call, an adjustment request, or an early-stage concern, it lands on your People team's desk. ANCHOR gives managers clarity in three minutes. HR retains oversight without being the bottleneck.
The Capacity Trap
Managers escalate because they don't feel safe to act. Your People team clears the decision. Strategic work gets pushed back. Again. The problem isn't bad managers — it's no support at the point of decision.
Every uncertain manager escalates. Your team clears the queue. Retention strategy, workforce planning, inclusion work — pushed back again. They were hired to lead, not to be a decision-clearing service.
Someone discloses they're struggling. Your manager doesn't know what they're allowed to do. So they escalate, delay, or guess. That's not a capability problem. That's a support gap at the moment of decision.
Two employees, same situation, different outcomes. Your People team can't review every decision. Without structured framing at the point of action, consistency depends on individual judgment — and that varies.
Three adjustment requests unanswered. "We're looking into it" became their reality. They're not filing grievances — they're updating their CVs. By the time you notice, they've already decided.
Your policies say the right things. Your leadership means it. But when someone actually needs support, the gap between intent and experience is where trust breaks down — and where risk builds.
Retention strategy. Workforce planning. Manager development. Culture work. It's all on the roadmap. It's all being displaced by decision-clearing. Your People team can't lead when they're firefighting.
The Solution
Not after it's gone wrong. Not as a training module people forget. At the exact moment a manager is deciding how to respond.
What Changes
Every one of these is an escalation that didn't happen. Strategic time recovered. A decision made in three minutes instead of three weeks.
A manager enters a scenario. ANCHOR surfaces what's invisible, frames the decision consistently, and prompts better questions. Three minutes later, the manager has clarity. No escalation. No three-week wait. Your People team never needed to be involved.
Every unnecessary escalation is time your People team isn't spending on retention strategy, workforce planning, or the inclusion commitments that stay at intent. ANCHOR gives managers the confidence to act. Your People team gets their capacity back.
Same framing across teams. Same consideration for similar situations. Not because your People team reviewed every case — because ANCHOR made it automatic. Governance without bureaucracy.
How It Works
No new system. No certification. No bottleneck. Managers get structured framing at the moment they hesitate.
A manager or HR partner describes a real situation they're facing right now.
Intent vs impact. Likely barriers. Inclusive options that stay within policy.
ANCHOR prompts reflection — it doesn't prescribe answers.
A timestamped summary of what ANCHOR surfaced, what prompts were considered, and what you decided. Your record. Your confidence. Shareable with your People team or kept in your own files.
Without being dragged into every decision. Decision Receipts mean your organisation can show adjustments were considered at the point of decision — not reconstructed after a grievance.
See It In Action
A manager enters: "The employee said they get overwhelmed by meetings." Here's what ANCHOR surfaces — in seconds.
"Overwhelm" could mean mild discomfort or a significant capacity barrier. ANCHOR prompts you to clarify before acting.
Five targeted prompts that help you see what's invisible — capacity, personal circumstances, environment, strengths.
Type, urgency, reversibility — captured for governance without creating bureaucracy.
Timestamped record of what was surfaced and what was decided. The documented evidence of considered decision-making that every case study was missing.
Before acting, let's surface what might be invisible. ANCHOR helps you pause, consider, and decide with awareness.
You're deciding how to respond to information that an employee experiences overwhelm in meetings. One assumption worth examining is whether "overwhelm" means the same thing to you as it does to them – it could range from mild discomfort to a significant capacity barrier.
Each case involved a manager making a judgment call without structured support. The adjustments were straightforward. The managers weren't malicious. Nobody prompted them to consider what was invisible.
ADHD
Senior employee disclosed ADHD. OH recommended training. She emailed her manager suggesting he attend. He didn't respond. She was dismissed during probation for "performance."
The training would have cost a few hundred pounds.
Dyslexia
Dyslexic chef couldn't read screen orders. He suggested a Bluetooth earpiece. OH agreed. The company told him they "couldn't find a way forward" and terminated him.
The earpiece would have cost under £50. Award: £24k.
Brain injury
NHS administrator with noise sensitivity after a brain haemorrhage. She asked for a quieter desk. Over 13 months and eight OH reports, her employer said "nothing more can be done."
She needed a desk move. Award: £27k.
The Decision Audit shows what each manager did, what ANCHOR would have surfaced in three minutes, and the gap between the two. Based on published UK employment case judgments.
Download the Decision Audit (PDF)No form. No gate. Share it with your CHRO.
Data & Security
Human-in-the-loop. Anonymised-by-default. Configurable to policy.
Scenario-based input can be fully anonymised. ANCHOR works on situations, not identities.
Aligned to your policy pathways — RA, OH, ER. Your rules, embedded in the tool.
Timestamped record of what was surfaced and decided. The manager owns it. Your organisation benefits from the documentation. Governance without surveillance.
ANCHOR prompts reflection. The human decides. Every time.
Not legal advice. Not medical advice. Not a replacement for OH or ER policy.
Works alongside HRIS / case management. No new system of record required.
What It's NOT
You've seen enough HR tech to be skeptical. Good. Here's what ANCHOR isn't — and why that matters.
This isn't about tracking employees. It's about supporting managers at the moment they're stuck.
ANCHOR doesn't label people. It surfaces invisible barriers so humans can make better decisions.
Clear boundaries. Clear disclaimers. This supports judgement — it doesn't replace professional advice.
HR stays in control. ANCHOR just stops you being dragged into every low-stakes decision.
Training creates knowledge. ANCHOR applies it at the exact moment the decision is made. Different problem, different solution.
No login, no dashboard, no certification. Describe a scenario, get framing, decide. Done.
Who It's For
The Pilot
This isn't a technology evaluation. It's a capacity test. We measure whether ANCHOR gives your People team their time back — and whether managers can act with confidence instead of escalating. If it works, you have the business case to scale. If it doesn't, you walk away with the data.
During the pilot, we measure whether ANCHOR™ helps you:
If it doesn't do those things, you don't scale it.
ANCHOR™ does not decide. It steadies the person who does.
No long-term commitment required to proceed.
Metrics are deliberately simple and defensible
No productivity surveillance. No employee monitoring. No behavioural scoring.
Because right now:
ANCHOR™ turns your People team from the bottleneck into the strategic function they were hired to build.
The questions that determine whether this scales.
If these answers matter to you, the pilot is the next step.
Download ROI One-Pager — Real Case Data (PDF) Download Pilot Overview (PDF)Same destination: your People team leading strategically, not firefighting. Pick based on your timeline.
For teams that need alignment, guardrails, or internal proof before the full pilot. One buyer decision — no procurement.
See what's included →Best for: Heads of People / ER / People Ops with repeated manager escalations.
Not for: teams looking for DEI training or performance tracking software.
How the 7 days work
Day 1–2: Diagnostic call + scenario intake
Day 3–6: 3 scenarios converted + Decision Receipts generated + stakeholder brief drafted
Day 7: Go/no-go + next-step recommendation
For teams ready to test ANCHOR in live scenarios with measurable before/after impact data.
Or get the Pilot Pack first ↓
ANCHOR gives managers clarity in three minutes instead of three weeks. HR retains oversight without being the bottleneck. Your People team gets their time back.
No pitch. Just a conversation about whether ANCHOR fits your situation. If it doesn't, we'll tell you.