Structured, well-documented performance processes that give the employee a genuine chance to improve, and give you a defensible position if they don't.
Performance management done well usually ends with a performing employee. Done badly, it ends at the Fair Work Commission. The difference is almost always the process and the paperwork.
Address it early, before it needs a formal process at all.
Clear expectations, real support and honest timeframes.
Written properly, so they mean something if it goes further.
Preparing your leaders to run the conversation without freezing.
Structured check-ins with records that build a clear picture.
If it comes to it, a process that stands up to review.
Spotting where a process could be characterised as adverse action.
Set expectations clearly enough that performance is measurable.
Built around what the Commission actually looks for in a valid reason and a fair process.
Documentation created in real time, not reconstructed after the fact.
We can sit in on meetings or brief your manager beforehand.
Directness and dignity aren't opposites. Most people respond to clarity.
Processes that stall lose their credibility. We help you keep pace.
Book a free HR & WHS audit or talk to a specialist about the situation today.
