The Save Group

Would you:
A. Start a performance management process immediately?

B. Have a conversation to find out what's changed?

C. Give them some time and see if things improve?

D. Something else?

A sudden change in performance doesn't always mean the employee has stopped caring.

There could be changes in workload, expectations, capability, motivation or circumstances that you aren't aware of.

That doesn't mean poor performance should be ignored.

It means the first step should be understanding what's happening before deciding what happens next.

So.. what would you do? Comment A, B, C or D, and tell us why.

If someone consistently arrives late and nothing happens...

If poor behaviour is repeatedly excused...

If managers avoid difficult conversations...

If high performers are expected to carry underperformers...

Your team notices.

Culture isn't only shaped by what leaders say.

It's shaped by what they allow, reward and ignore.

For SMEs, this can be particularly important. A small number of behaviours can have a very visible impact on the entire team.

You don't need to address every minor issue with a formal process.

But you do need to be clear about the standards you expect, and be consistent about maintaining them.

What is one behaviour that businesses should never allow to become "normal"?

What happens when an employee challenges the reason for their dismissal?

Your documentation may become one of your most important pieces of evidence.

In the recent Federal Court case (Talaugon v Allight Pty Ltd [2025] FCA 1672), the employer successfully defended a general protections claim after demonstrating that the dismissal was connected to the employee's conduct and repeated refusal to follow reasonable directions, not their pregnancy or caring responsibilities.

What helped the employer?

They had documented:
• Performance and attendance concerns
• Meeting requests and employee responses
• Directions and refusals
• Flexible work discussions
• The reasons behind business decisions

Just as importantly, the employer kept the flexible work request separate from the performance concerns and gave the employee an opportunity to respond.

For SMEs, this is a valuable reminder: good record keeping isn't just administration. It's risk management.

Are your managers documenting important employee conversations as they happen?

Need help reviewing your performance management or flexible work processes? Speak with our team.

Hiring someone who looks perfect on paper?

Ignoring a red flag because you desperately need someone?

Focusing too much on experience and not enough on attitude?

Or simply hiring too quickly?

We've all heard the saying: "hire slow, fire fast."

When you're a business owner and you desperately need someone in a role, taking your time can feel impossible.

The problem is that a rushed hiring decision can cost far more than a vacant position.

So we're curious:
What's one hiring mistake you've made that taught you a lesson?

Share it in the comments. Your experience might help another business owner avoid making the same mistake!

Another happy client is always worth celebrating!

We’re grateful to Karl for trusting The Save Group to support his business and for taking the time to share his experience with us.

For SMEs, having reliable HR support when you need it can make a real difference, whether you’re navigating a complex employee matter or simply want greater confidence in your HR processes.

Looking for practical HR support for your business? Get in touch with us to see how we can help!

Your employee's last day might matter more than you think.

People tend to remember experiences based heavily on their most significant moments, and how they ended.

That's the idea behind the Peak-End Rule.

Think about what an employee remembers when they leave your business.

Was their exit respectful and professional?

Did they feel appreciated for their contribution?

Or was their final experience rushed, uncomfortable or handled poorly?

Employees leave, that's part of business. But, how you handle departures can influence what they tell former colleagues, future candidates and even customers about your business.

A good employee experience shouldn't end badly simply because employment does.

What do you think employees remember most about their last day?

A small rate correction can become a bigger problem if it isn't picked up in payroll.

Fair Work has identified an error in the previously published rates for permanent junior driveway and roadhouse attendants who are required to cook takeaway food under the Vehicle Repair, Services and Retail Award 2020.

The corrected rates now range from $12.23 for employees under 17 through to $22.52 for 20-year-olds.

If you have affected employees, it's worth checking:
• Their classification
• Their age-based rate
• The updated Award rates
• Whether payroll has been updated correctly

Don't rely on last month's payroll settings simply because they worked before.

Need help reviewing employee classifications or confirming the correct pay rates? Our team can assist.

Your employee handbook might look perfectly professional, but could it be quietly creating HR risks for your business?

A handbook isn't useful simply because it exists. It needs to reflect your current workplace, your actual practices and your legal obligations.

Policies that haven't been reviewed for years can quickly become irrelevant. And when your handbook says one thing while managers do another, employees can understandably become confused about what the rules actually are.

Your handbook should support your business, not create another problem for you to manage.

When was the last time you properly reviewed yours?

Save this post as a reminder to check before a small policy gap becomes a bigger HR issue.

If your business employs eligible enrolled or registered nurses in aged care, this Award update deserves a place on your payroll checklist.

From the first full pay period starting on or after 1 August 2026, the final staged increase under the Nurses Award 2020 applies, with increases ranging from 1.45% to 4.43%.

Employers should check more than just the base rate.

Review:
• Employee classifications
• Minimum rates
• Penalties and overtime
• Casual rates
• Payroll settings

Getting the base rate right but missing an applicable penalty or overtime rate can still result in an underpayment.

Need help checking Award coverage or updating employee pay rates? We can provide practical support.