Performance management systems that develop your team and reduce disputes.
Performance management processes that help you develop your team, set clear expectations, document performance issues, and address underperformance fairly. Compliant with Fair Work requirements and designed to reduce disputes.
The short answer
Performance management is the ongoing process of setting clear expectations for a role, giving regular feedback, and addressing underperformance through a fair, documented process — developing people while creating a record if issues need to be acted on. It’s one function of HR Advisory within your People Hub — part of a connected back office.
The Challenge
Common problems we solve
You have no regular feedback system—issues only surface at annual review or when they're severe
Managers avoid difficult conversations, hoping poor performance will improve on its own
No documented expectations or KPIs for roles, so performance is subjective and inconsistent
You lack a clear performance improvement process, risking unfair dismissal claims
You terminate for poor performance without documenting prior feedback or attempts to support improvement
What's Included
Here's what you receive
Role-Specific Performance Expectations
Clear KPIs and performance standards for each role, based on job description and business needs.
Performance Management Framework
System for regular feedback meetings, annual reviews, and addressing performance issues fairly and consistently.
Performance Review Templates
Templates for 1:1 meetings, annual reviews, and performance improvement plans that guide fair and consistent conversations.
Performance Improvement Plan Template
Fair and documented process for addressing underperformance, including clear expectations, support offered, and timelines.
Documentation Guidelines
Guidance on how to document performance conversations and issues in a way that's fair, objective, and creates a clear record.
Why It Matters
How it works
Performance management isn't just about addressing poor performance—it's about developing your team, clarifying expectations, and creating a culture of feedback and improvement. The best approach combines regular informal feedback with formal periodic reviews. This helps identify issues early, supports employee development, and creates a documented record if performance issues emerge. Fair Work law requires that if you terminate for poor performance, you must show that you gave the employee a fair opportunity to improve. That means clear communication of performance expectations, documented feedback, reasonable time to improve, and genuine efforts to support improvement. Without this documentation and process, a dismissal for performance could be found unfair. Performance management also improves morale—employees appreciate knowing where they stand and having regular feedback on their work.
Clear performance expectations documented for each role
Regular feedback and development conversations
Early identification and management of performance issues
Fair, documented process for addressing underperformance
Reduced risk of unfair dismissal claims
Improved employee engagement and development
The Process
How performance management works
Performance expectations and KPIs defined for each role based on job descriptions and business needs
Regular 1:1 meetings scheduled (weekly, fortnightly, or monthly) to discuss progress and provide feedback
Performance issues identified early and addressed informally first (coaching, training, support)
If informal approaches don't work, formal performance management process begins with clear expectations and timelines
Regular reviews track improvement and document progress or ongoing issues
After fair process and opportunity to improve, decisions made about role fit or termination
Best For
Who this service is ideal for
Managers who want to develop their team and provide regular feedback
Businesses with performance issues who need a fair, documented approach
Growing teams where consistency across managers is important
Owners wanting to reduce risk if performance management and potential termination are needed
Complementary Services
Related services to explore
Disciplinary Processes
Fair and procedurally sound disciplinary processes for addressing misconduct, policy breaches, and serious incidents. Compliant with Fair Work principles of natural justice and designed to withstand scrutiny if disputes arise.
Termination Guidance
Guidance and support for fair, legally compliant terminations. Whether terminating for performance, misconduct, or redundancy, we ensure the process is fair, properly documented, and defensible under the Fair Work Act.
Dispute Resolution
Guidance and support for workplace disputes: unfair dismissal claims, underpayment claims, discrimination claims, and Fair Work Commission procedures. Includes case preparation, evidence gathering, and advocacy support.
Ready to get started with performance management?
We can help you implement performance management and start seeing results. Book a consultation to discuss your specific needs and explore how this service can transform your business.