Performance management consultant for Australian teams.

Performance management is usually the first thing that quietly breaks once an Australian company moves past thirty people. The founders have stopped sitting next to everyone. The first cohort of managers were promoted from strong individual contributor roles — engineers, account leads, ops generalists — and nobody has actually shown them how to run a review, give feedback that lands, or have a hard conversation without the wheels coming off.

By the time a leadership team calls us, the symptoms tend to look the same. There is no real review cadence, just an annual document that nobody trusts. Ratings are gut-feel and often reflect how recently someone was on a visible project. Managers avoid the underperformance conversation for six months, then escalate to a panicked exit that would not survive a Fair Work claim. Top performers are unsure whether they are actually doing well. None of this is a people problem — it is a missing operating system.

Good performance management at this stage is not heavy. It is a lightweight quarterly cadence, a feedback model managers can run consistently, written standards for what each level looks like, and a defensible, well-documented process for the rare moments when someone genuinely needs to be performance-managed out. Most of all, it is capability — managers who can name a problem early, in writing, with care, before it becomes an eighteen-month-old grievance.

We embed with your leadership team to design the framework, train your people managers in the room, and sit alongside them through the first uncomfortable conversations. Where a performance improvement plan is the right call, we draft it, brief the manager, and make sure the documentation, timelines, and support measures would hold up if reviewed externally. Where the right call is a respectful exit, we help you run that cleanly too. This work pairs naturally with employee relations and conflict resolution and underpins every HR strategy and workforce plan we put in front of a board.

You stay in your tools. Employment Hero, Lattice, Leapsome, Culture Amp, a shared Notion doc — whatever you already use, we work inside it. Senior only, flat retainer, two weeks' notice to pause or end.