We'll raise your Managers' capabilities to better manage & coach their teams.


We provide a range of tailored education sessions, where we will raise your Managers' capabilities to better manage and coach their teams, so they can attract, engage and retain the best people for your business.

We provide the following Manager training:

  • Recruitment & Onboarding Workshop
  • Being An Effective Coach
  • Conducting Effective Performance Appraisals
  • Managing Performance, Warnings & Terminations
  • Equal Employment Opportunity: Creating Diversity & Inclusion
  • Employment Policy Education

Hiring the ‘right’ person to join your team is critical. You have to do it, but you don’t have the time, confidence or tools to make sure it’s an effective process. Understanding the importance of a sound and robust process and having the tools to undertake this means you can ensure you select the right person for the right job.

Commencing the employment relationship with your new hire, means you can set them up to be successful right form the start. A thorough Induction Process gives your new team member the best path to ‘hit the ground running’ and to be able to add value to your business sooner.

Learning Outcomes

  • Understanding the value and importance of sound recruitment practice
  • Ensuring you understand what you can and can’t ask in an interview
  • To increase your understanding of the role you play in the process and the value of involving other internal stakeholders
  • Increase your confidence and capability to make effective hiring decisions
  • To ensure you have the tools to get ‘the right person, in the right role at the right time’
  • Understanding the need to hire for behaviours and to train skills
  • To be equipped to set your new hire up to succeed through an effective on-boarding process

Creating an environment that cultivates real time, regular feedback to your employees, helps to motivate employees and encourage a productive and effective team, which is able to achieve the business results you need.

In the busyness of work, we can sometimes neglect to take time to acknowledge a job well done. Equally, we may sometimes avoid giving developmental (or constructive) feedback to an employee because it’s ‘just too hard’.

Learning Outcomes

  • Build confidence and capability of People Managers to provide real time feedback
  • Understand the importance of building trust and rapport
  • Capability to use a 4-stage feedback model for constructive and reinforcing feedback
  • Be able to implement the practical feedback model immediately in the workplace
  • Ability to deal with objections when giving feedback

Whatever process you have in place to provide a formal ‘touch base’ with employees, it is crucial that your Managers and employees trust the process, understand it and proactively participate in it. 

Empowering employees to own and drive their total performance and on-going development provides benefits to both the individual and the business as a whole. Equipping your Managers with the know-how to facilitate meaningful conversations ensures the success of any review discussions.

Learning Outcomes

  • Building confidence and capability of People Managers to conduct effective performance review discussions
  • Highlighting the important preparation needs for both Managers and employees
  • Building capability of all parties to encourage 2-way dialogue in the performance review discussions
  • Ensuring there is a continued focus on development and a plan to address these needs

We advocate for getting things right from the start to avoid any performance management matters down the track. Having clear Job Descriptions to ensure role clarity and ensuring all employees have a clear understanding of expectation in terms of deliverables (or KPIs), means you can coach and support your employees to deliver the outcomes your business needs.

But what if things don’t go to plan. Understanding how to manage performance (or behaviours) that aren’t aligned to expectations, is essential to ensure you can effectively undertake a performance management process. If you do need to terminate an employee, ensuring a fair, due and legally compliant process is critical to avoid any potential unfair dismissal claims.

Learning Outcomes

  • Providing your Managers with the skills to write Job Descriptions
  • Understanding the need to create KPIs that are SMART (Specific, Measureable, Attainable, Relevant, Time-bound)
  • Understanding the importance of setting performance and behaviour expectations from the start of the employment relationship
  • Having the tools to manage performance, if informal coaching has not resulted in required standards of performance and/ or behaviour
  • Understanding legal risks and to minimise risk of unfair dismissal to the business

Having a diverse and inclusive workforce means you can benefit from the differing experiences, talents and perspective of your whole team. Encouraging and actively promoting this diversity means you can create an environment at work where everyone is treated with respect and dignity.

It’s therefore essential to have a clear equal employment opportunity (EEO) strategy and policy to prevent instances of discrimination, harassment, bullying and victimisation.

Benefits for your business:

  • Proactively reducing the risk of discrimination, harassment and/ or bullying in your workplace
  • Preserving and building your culture
  • Protecting you brand and image
  • Increasing productivity, innovation, creativity and team work

Learning Outcomes

  • Appreciating the value and need of diversity and inclusion in the workplace
  • Understanding the rights and responsibilities in the workplace in relation to EEO
  • Distinguishing the protected attributes in relation to discrimination
  • Understanding what constitutes harassment and sexual harassment
  • Being clear on what bullying is and what it isn’t
  • Feeling safe in terms of being able to raise a concern without fear of victimisation

Having Employment Policies in place is one thing. Ensuring your whole team understands and can be guided by your workplace policies is another. Bringing often-large policy documents to life is essential to ensure transparency, equality and increased understanding by the whole team.

Educating your team on your workplace policies means all employees and Managers know their rights and responsibilities as well as the business’ legal obligations. Educating your team also provides you with an opportunity to share and celebrate the range of benefits that you provide your team.

Learning Outcomes

  • Employees understand their entitlements and are clear in their responsibilities
  • Everyone is clear on the business’ legal obligations
  • Understanding the process and consequences for breaching your policies
  • Ensuring equality of application of policies to all employees
  • Promoting inclusiveness, fairness an equity in the workplace

Find out how our we can help your business with our specialist HR services

Speak To An HR Advisor ›