People risk, handled well.
Sound people decisions and decisive intervention when the stakes are high.
When people situations become complex or exposed, internal judgement alone is not always enough. Leaders and HR teams often bring us in when the cost of getting it wrong feels too high, decisions need to stand up to scrutiny, or intervention can no longer be delayed.
We apply business psychology to bring clarity, perspective and sound judgement at these moments, helping organisations act with confidence and integrity.
We help organisations stay ahead of people risk. Decisions are made with greater care and confidence, intervention happens earlier and more proportionately, and fewer issues are allowed to drift or escalate.
Over time, this creates a steadier organisation, with unnecessary obstacles to performance removed and greater confidence in how people matters are handled.
Where we step in
Organisations generally engage 80Twenty in two situations.
First, when a people situation is high-risk and requires intervention. This may include an unresolved performance or interpersonal issue, team dynamics that are undermining performance, or serious workplace concerns that call for an independent perspective.
Second, when additional evidence or specialist expertise is needed to support sound people decisions. This often involves senior or business-critical hires, promotion or succession decisions, or widespread engagement concerns where existing data does not provide enough clarity.
Our role is to support clear, fair and well-judged action when the human element carries real consequence.
Areas of Work
Hiring, Promotion and Psychometrics
We boost objectivity and apply scientific rigour to the selection/succession process. We design fit-for-purpose selection and assessment approaches, choosing and combining the right methods to give you meaningful insight into capability, fit, and potential. Always designed with scientific rigour and objectivity in mind.
We give hiring managers an additional, evidence-based lens by advising on and administering the right psychometric tools, interpreting results against the role, and offering clear insight into candidate strengths, fit, and potential. You can also use our analysis to plan the successful candidate’s development plan during onboarding.
Organisational Research
We support organisations with objective qualitative research whenever deeper insight is needed, from shaping new internal programmes to adding colour and depth to existing data. Most of the programmes we design start here, informed by real perspectives, not guesswork.
Performance and Conduct
We are often engaged when a performance or interpersonal issue is lingering. From our experience, performance issues are most often made harder by delay and inconsistency. Managers may feel stuck between wanting to be fair and worrying about the risk of acting incorrectly. When concerns are not addressed early, or become intertwined with wider capability or personal factors, managers can lose confidence about how to respond. We build manager capability and confidence to intervene earlier and more consistently, so concerns are addressed proportionately rather than allowed to drift or escalate.
Investigations
We carry out independent investigations into sensitive people matters, handling issues with care and rigour so decisions are fair, proportionate, and defensible.
Board Advisory
Boards and senior leaders need space to think clearly. We provide independent, strategic advice on leadership and governance-related matters, helping you weigh risk, consider the impact you want to have, and then act with confidence.
80Twenty is trusted to support organisations with high-risk people situations where sound judgement and discretion matter. We combine business psychology with senior-level advisory experience to help leaders act with clarity and confidence when decisions carry real consequence.
Our Principles
At its heart, our work is about people. We are often brought in at moments that feel uncomfortable, uncertain or exposed, and how we work matters just as much as what we do. These principles shape every engagement.
Coaching-led
We work in a coaching-led way throughout. That means we ask careful questions, slow things down when needed, and help people think clearly rather than react quickly. Whether we are supporting a leader, working with a team or advising on a difficult situation, our focus is on strengthening judgement and capability, not creating dependency.
Discreet
Much of our work takes place behind the scenes. We handle sensitive conversations and information with care, professionalism and respect for everyone involved. Clients trust us to create space for honesty without fear of unnecessary exposure.
Evidence-based
Good decisions need more than intuition. We use evidence, sound psychological science and structured analysis to support judgement, particularly when the stakes are high or opinions are divided. Evidence is never treated as an answer in itself, but as a way to bring clarity and balance to complex situations.
Systemic
We are always alert to the wider context. Individual behaviour rarely exists in isolation, so we look at the systems, pressures and dynamics around it. This helps organisations avoid simplistic conclusions and focus their attention where it will make the greatest difference.
Honest
We are thoughtful and respectful, but we do not avoid difficult truths. Our role is not to reassure or to collude, but to help clients see situations clearly and act with integrity, even when that feels uncomfortable.
