Overview
This course enables managers and leaders to conduct performance conversations in a psychosocially safe manner that is fair, clear, respectful and focused on eliminating or minimising the risk of psychosocial harm. It is designed for people managers, senior leaders, HR business partners and HSEQ professionals who support performance, conduct, capability or attendance processes.
The course is grounded in current WHS expectations and psychosocial hazard guidance. Safe Work Australia identifies poor organisational justice, lack of role clarity, poor support, excessive job demands and harmful behaviours such as bullying, as psychosocial hazards that can cause psychological and physical harm. WorkSafe WA guidance also notes that performance development issues should be raised constructively and objectively, using examples of work and avoiding personal insults or derogatory remarks.
Safe Work Australia data shows that mental health condition claims accounted for 12% of all serious workers’ compensation claims in 2023–24 (preliminary), up from 9% in 2021–22, highlighting the growing impact of psychosocial hazards in Australian workplaces. This reinforces the need for performance management that is procedurally fair, clearly communicated, appropriately supported and actively risk-managed.
Course Content
- Psychosocial hazards that an arise in performance management: unfairness, role ambiguity, workload pressure, low control, poor support and harmful behaviour
- Distinguishing reasonable management action from conduct that is harsh, unreasonable, humiliating or unsafe
- Preparing fair, evidence-based and role-clear performance conversations
- Using respectful language, clear expectations, examples of work and agreed support actions
- Managing emotional responses, escalation, documentation, follow-up and confidentiality
- Role clarity for managers, HR, HSEQ and senior leaders in prevention, support and assurance
Course Outcomes
By the end of this course attendees should be able to:
- Explain how performance management can create or control psychosocial risk
- Identify fairness, clarity, workload, support and behaviour risks before performance conversations
- Prepare objective, respectful and evidence-based messages about performance concerns
- Conduct conversations that set expectations while preserving dignity and psychological safety
- Select controls and support actions that minimise risk of harm during performance management processes
- Document, escalate and follow up performance matters in a fair and consistent way
Benefits to the Individual
- Confidence to address performance issues without avoidable psychosocial harm
- Practical wording and structure for difficult conversations
- A clearer understanding of fairness, respect, support and role clarity obligations
- Better ability to recognise when extra support, advice or escalation is needed
Benefits to the Organisation
- More consistent and respectful performance conversations across management teams
- Reduced risk of psychosocial harm arising from unclear, unfair or poorly handled processes
- Stronger alignment between HR, HSEQ and line management responsibilities
- Improved documentation, escalation and support around performance concerns
- Greater confidence that performance management supports both accountability and care
