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Empowering your workforce, driving your success | |
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As business owners, we don’t always have time to reflect on how our teams are performing — until we’re faced with challenges that can’t be ignored. | | | |
Performance management often feels like something we have to do, but when done well, it becomes a powerful leadership tool. It helps align expectations, support staff development, and protect your business legally.
This month, our blog posts explore how to approach performance management proactively — before things spiral. Whether you’re dealing with underperformance or want to create a culture of high performance, the key lies in clarity, consistency, and communication.
If you’ve been putting off a performance conversation, maybe this is your sign to start. We’re here if you need guidance. | |
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Performance Improvement Plan (PIP): A Practical Guide for Employers | | | |
Performance management is an ongoing responsibility—but when underperformance arises, it often calls for a more formal approach, like a Performance Improvement Plan (PIP).
In this article we outline seven key steps for effective performance management, practical tips for implementing a performance improvement plan, as well as a downloadable PIP template. | |
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When Performance Isn’t the Issue — Is It a Genuine Redundancy? | | | |
This month we’ve focused on performance management — a structured way to support underperforming employees and protect your business. But what if poor performance isn’t the problem, and the role itself is no longer needed? In those cases, redundancy may be the appropriate path — but it must be handled with care to avoid unfair dismissal claims and costly legal consequences.
What Makes a Redundancy Genuine? To meet the legal definition under the Fair Work Act 2009, three criteria must be satisfied: - The employee’s role is no longer required due to changes in the business.
- Consultation obligations under any applicable award or agreement have been properly followed.
- Redeployment within the business (or related entities) has been genuinely considered and offered, if available.
What Happens If You Get It Wrong?
Failing to meet these criteria can lead to serious risks:
- Unfair dismissal claims
- Reputational damage
- Financial penalties
- Legal costs and time lost defending claims
Key Takeaway Before making a role redundant, confirm that it’s truly no longer required, consult appropriately, and explore all redeployment options. Doing so not only ensures compliance but also upholds your reputation as a fair and ethical employer.
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Annual Award Wage Increase – Effective 1 July 2025 | The Fair Work Commission has commenced its Annual Wage Review, which could see changes to minimum wages from 1 July 2025. Employers should stay informed, as this will impact pay rates for award-covered and minimum-wage employees. | | Final Superannuation Guarantee (SG) Rate Increase | On 1 July 2025, the superannuation guarantee (SG) rate will increase from 11.5% to 12%. Employers will need to ensure they are calculating and paying super contributions at the new rate for their eligible employees. | | | |
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A Note from Elisia: In Honour of Mother’s Day | |
This past Sunday, we paused to celebrate Mother’s Day — and I couldn’t let it pass without acknowledging the incredible women doing it all.
To the mums who are building businesses between school runs, answering emails during nap time, and navigating the chaos with courage and grace — I see you, because I’m one of you.
Being a mother while growing a business isn’t easy. It’s inspiring, exhausting, fulfilling — and sometimes, overwhelming. But it’s also a reminder that strength comes in many forms, and progress doesn’t always look perfect.
So, here’s to the multitaskers, the dreamers, and the doers. You’re not alone — and you’re doing better than you think. — Elisia | |
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Struggling with underperformance? You're not alone. | |
Managing performance isn't just about ticking boxes — it's about protecting your business and getting the best from your people. But when someone isn’t meeting expectations, most managers hesitate. | | | |
The conversation feels awkward. The process feels risky. And the longer you wait, the bigger the problem becomes.
At Strategic HR, we support small business owners like you with clear, compliant performance management frameworks — including guidance on how to have those tough conversations and what to document. Whether it's ongoing underperformance, lack of accountability, or early signs of disengagement, we help you act with confidence and fairness.
We believe performance management shouldn't feel like a legal trap — it should be a strategic advantage.
At Strategic HR, we don’t just manage performance — we build cultures where people thrive. | |
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Need a compliant PIP template? | |
Not sure where to start with performance conversations? We’ve created a free Performance Improvement Plan (PIP) template that walks you through each step — from setting clear expectations to documenting outcomes that protect your business.
It's also featured in this month’s blog — but you can grab it directly here too. | | | |
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What's new at Strategic HR | |
We’re pleased to share that our Director, Elisia, recently completed the Conducting Workplace Investigations open course through Australian Workplace Training & Investigation (AWPTI). | | | |
This training strengthens our ability to conduct thorough, unbiased investigations into serious staff issues — such as misconduct, bullying, and complex performance matters.
Engaging an external investigator ensures an independent and less biased process, as we are not embedded in the internal dynamics of your team. It also provides management with clear, comprehensive reports to support sound decision-making and reduce the risk of escalation to Fair Work.
At Strategic HR, we believe that doing the right thing — ethically and legally — protects both your people and your business. | |
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Connect With Our HR Experts | |
Call us today at 0490 132 822 | |
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Reach out to us at: support@strategichr.com.au
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