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Workshop 2

Walking the Performance Management Tightrope: Implementing an Effective Performance Management Processes

Building Confidence around Legal Risk: Employment Law Fundamentals in Practice.

3-part workshop series

Sydney: Tuesday, 27th February 2024 | Brisbane: Tuesday, 26th March 2024

Statistically there is an alarming increase in stress and bullying related claims linked to: mismanagement of employee performance issues; poor implementation of performance management processes; and dismissals due to poor performance.

The stark picture to emerge is of organisations failing to establish and implement transparent and fair performance management processes which in turn result in ongoing poor performance, ongoing loss of productivity and ultimately risk and exposure for your business.

Good performance management processes are critical in:
- building a more harmonious, high performing workplace;
- maximining individual employee performance;
- building a culture of continuous skill development and growth; and
- minimising risk and liability for your business.

This interactive workshop will provide an in-depth practical focus on how to manage poor performance scenarios through meaningful conversations, assisting attendees to unravel the complexities and traverse the risks of managing poor performance.

The one-day workshop will provide practical guidance to attendees such that they are empowered and equipped to conduct lawful and effective performance management processes.

Each attendee will be provided with checklists, template scripts and template letters to be used in implementing an effective performance management process.

Attendees will be provided with a workbook, presentation slides and notes to supplement their attendance.

Who Should Attend
People from across all industries who are responsible for managing employees, workplace conflict, disciplinary processes, investigations and terminations including:
- Human Resources Managers & Advisors
- HR Directors and General Managers 
- Employee Relations Managers 
- People & Culture Managers 
- HR Business Partners 
- Line Managers/Supervisors/ Team Leaders 
- In-house Counsel

The interactive workshop will provide attendees with an opportunity to be involved in role playing under the guidance of an experienced practitioner. The role plays will allow attendees an opportunity to: implement the DESC model; practice their approach to having difficult conversations; test what they have learnt; and receive immediate constructive feedback.

The interactive workshop will also provide attendees with an opportunity to examine a hypothetical scenario (based on current case law) during an interactive and collaborative session where attendees will be given an opportunity to apply what they have learnt to a ‘real life’ scenario. The case study will enable attendees to connect with and identify issues, which will provide for deeper learning where participants will see the relevance of their learnings to their own work environments.

For event enquiries, please email eventsanz@thomsonreuters.com

Date & Location

Tuesday, 27th February 2024
Thomson Reuters
Harris Street, Pyrmont, NSW

Tuesday, 26th March 2024
Hilton Hotel, Brisbane


9:00AM - 4:30PM AEDT


1 day workshop:
[ Early bird ] $950 + GST* (save $300)
[ Standard ] $1,250 + GST

2 days workshops:
[ Early bird ] $1,900 + GST* (save $600)
[ Standard ] $2,250 + GST (save $250)

3 days workshops:
[ Early bird ] $2,700 + GST* (save $900)
[ Standard ] $3,375 + GST (save $375)

6 CPD points per workshop

* Early Bird Pricing closes 22nd December.
Save over 20% by purchasing before closing date.

Course Content

Attendees will examine:

  • common workplace contributors to performance issues; 
  • the advantages of taking a best practice approach to managing under performance;
  • best practice for engaging in crucial and effective conversations;
  • the 6 key steps in the performance management process;
  • the legal aspects of performance management and common pitfalls; and
  • the consequences of getting the performance management process wrong.

Key Learning Outcomes

Attendees will learn how to:

  • identify, address and minimise underperformance;
  • conduct a procedurally fair and defensible performance management process;
  • implement the DESC model to effectively conduct crucial conversations;
  • implement the 6 key steps in a lawfully defensible performance management process;
  • develop a performance improvement plan;
  • define the expected standards of performance;
  • manage underperformance using a defined performance improvement process; and
  • set clear expectations designed to improve performance and productivity.

Event agenda

Registration and Welcome Tea / Coffee
9.00AM Session 1
10.30AM Networking Break
11.00AM Session 2
12.30PM Lunch
1.00PM Session 3
2.30PM Networking Break
2.50PM Session 4
4.30PM Close of Workshop

Workshop Facilitator

Kate Walawski
Sage Strategic Consulting

Kate has practiced almost exclusively in the area of workplace relations, employment and safety law since leaving a career in education and forging a new career in law.  She has extensive experience in helping businesses traverse the ever-changing Australian employment and safety law landscape and assisting them to minimise their legal risk and exposure and achieve legal compliance. 

She has assisted clients in managing work force challenges and has played a pivotal role in supporting the long-term growth of her clients’ businesses.  In addition Kate has also advised on equal opportunity, harassment, bullying and psychological safety to clients across a range of industries.

As a passionate educator she is frequently called on to present at seminars and conferences and delivers tailored training workshops on workplace and safety issues and employment law best practice.

Kate is an experienced mediator with national accreditation. Kate has an established history in conducting high risk workplace investigations and also in being able to facilitate the resolution of complex workplace disputes. 

Prior to recently being called to the Bar, Kate’s professional experience includes operating her own legal and consultancy business.