This is one of the most common requests we get from members and a big reason why we created On Demand HR membership in the first place. Performance management can be a stressful situations faced by line managers.  The earlier On Demand HR can be involved, the better, as it will give us the greatest opportunity to influence the outcome to ensure the action taken is  in line with the businesses objectives.

Line managers not carrying out any formal performance management, and looking to terminate an employee later creates a challenging scenario.  Equally, managers who issue written warnings and look to terminate employees too early, or without sufficient process or a valid reason, all create potential claims risk for the business.

This can include claims such as Unfair Dismissal, Adverse Action, Workers Compensation and more.  The challenge for most line managers is that they simply do not know that they are approaching the situation the wrong way, as they do not have the experience or perspective gained from dealing with 100’s of these matters at the Fair Work Commission and in other tribunals.

Many of our clients ask if we can attend or carry out these meetings on their behalf.  We have found when On Demand HR remains separate from these situations we are in a much better position to defend our members should things go pear-shaped.  This is important because even when processes and procedures are perfect, some employees still make claims post-employment, regardless of the merits of their claims. Additionally, Line Mangers have told us that our meeting plans have helped them to stay on track and help grow and develop their skills to manage these situations into the future, building internal capabilities.

There are typically a few questions that we need to ask in order to provide you with initial advice on these matters.  To make this as quick and efficient as possible, we have designed a short form for you to complete.