Managing Staff Underperformance Training Course (AUS Version)
$27.50 inc. GST
This course covers how to manage underperformance effectively, fairly and constructively in Australian workplaces. It takes managers and team leaders through the practical steps needed to identify, discuss and resolve performance concerns — from early intervention through to formal processes — in line with Fair Work best-practice guidance. The focus is on building the confidence and skills to address underperformance without delay, without bias, and without damaging workplace relationships.
Designed specifically for Australian workplaces, this course includes real-world scenarios and plain-language guidance to help people managers act with fairness and consistency. On completion, participants receive an instant digital certificate — evidence of professional development and organisational commitment to fair employment practice.
This course will take approximately 60 minutes to complete.
Why is the Managing Staff Underperformance Course Important?
Underperformance is a reality in most workplaces, and how managers respond to it matters. When performance concerns are left unaddressed, they affect team morale, productivity and workplace culture. When they are handled poorly — without process, documentation or fairness — organisations face complaints, disputes and significant legal exposure.
Managing underperformance in Australia sits within the framework of the Fair Work Act 2009 (Cth), which sets clear expectations around procedural fairness, reasonable opportunity to improve, and how performance processes should be conducted before any formal action is taken.
This course gives managers the tools to act early, act fairly, and act with confidence — reducing the risk of disputes while supporting genuine improvement.
Who Should Complete This Course
- Managers and team leaders are responsible for the day-to-day performance of direct reports
- Supervisors managing remote or hybrid teams where performance visibility requires deliberate attention
- HR professionals supporting managers through performance conversations and formal processes
- Any people leader seeking to approach underperformance with greater consistency, fairness and confidence
Topics Covered
- What is ‘underperformance’?
- Managing initial signs of underperformance
- Case study: Managing underperformance
- Holding a formal underperformance meeting
- Using performance improvement plans
- Case study: Formal underperformance
- Final steps and resources
Course Experience
- Fully online and accessible anytime — no scheduling required
- Interactive and scenario-based — applies real-world management situations to build practical skills
- Self-paced — pause and resume at any point
- Assessment: 10 questions, 100% correct answers required for completion
- Instant digital certificate issued on successful completion
- Designed to WCAG 2.2 AA accessibility standards, with plain-language content suitable for managers at all levels
Assessment
Yes, 10 questions, 100% correct answers required for completion
Related Courses
Related Courses
- An Introduction to Management Training Course
- Managing Teams for Better Performance Training Course
- Holding Productive 1-on-1 Meetings with your Team Training Course
- Communicating with Management and Key Stakeholders Training Course
- Verbal Communication: Advanced Skills Training Course
- Transitioning From Employee to Manager Training Course
- Mental Health Awareness for Managers Training Course (AUS Version)
- Duty of Care for Managers Training Course
- Ethics: Leaders and Managers Training Course
Learning Outcomes
After completing this course, participants will be able to:
- Identify the difference between underperformance and misconduct, and respond to each appropriately
- Recognise common causes of underperformance, including training needs, process gaps and wellbeing concerns
- Apply a structured, Fair Work-aligned approach to performance conversations and formal processes
- Demonstrate procedural fairness and consistent practice when managing performance concerns
- Contribute to a workplace culture where performance expectations are clear, fair and actively supported
Organisational Benefits
- Reduces the risk of unfair dismissal claims and Fair Work disputes by building procedurally fair management practice
- Improves documentation and audit readiness — managers understand what records to keep and why
- Supports earlier intervention, lowering the cost and disruption of prolonged performance issues
- Builds manager capability and consistency, reducing reliance on HR for every performance conversation
- Demonstrates a proactive, documented commitment to fair employment practice across the organisation
| Platforms | Desktop, laptop, tablet or mobile (widescreen) |
| Browsers | Chrome, Edge, Firefox and Safari are supported (typically versions from 2019 onwards). IE11 is not supported |
| Hosting | Enrol in Tribal Habits portal |
| Accessible | Yes, meets WCAG 2.2 guidelines at a Level AA standard – More info on WCAG 2.2 here |
Description
Why is the Managing Staff Underperformance Course Important?
Underperformance is a reality in most workplaces, and how managers respond to it matters. When performance concerns are left unaddressed, they affect team morale, productivity and workplace culture. When they are handled poorly — without process, documentation or fairness — organisations face complaints, disputes and significant legal exposure.
Managing underperformance in Australia sits within the framework of the Fair Work Act 2009 (Cth), which sets clear expectations around procedural fairness, reasonable opportunity to improve, and how performance processes should be conducted before any formal action is taken.
This course gives managers the tools to act early, act fairly, and act with confidence — reducing the risk of disputes while supporting genuine improvement.
Who Should Complete This Course
- Managers and team leaders are responsible for the day-to-day performance of direct reports
- Supervisors managing remote or hybrid teams where performance visibility requires deliberate attention
- HR professionals supporting managers through performance conversations and formal processes
- Any people leader seeking to approach underperformance with greater consistency, fairness and confidence
Topics Covered
Topics Covered
- What is ‘underperformance’?
- Managing initial signs of underperformance
- Case study: Managing underperformance
- Holding a formal underperformance meeting
- Using performance improvement plans
- Case study: Formal underperformance
- Final steps and resources
Experience
Course Experience
- Fully online and accessible anytime — no scheduling required
- Interactive and scenario-based — applies real-world management situations to build practical skills
- Self-paced — pause and resume at any point
- Assessment: 10 questions, 100% correct answers required for completion
- Instant digital certificate issued on successful completion
- Designed to WCAG 2.2 AA accessibility standards, with plain-language content suitable for managers at all levels
Assessment
Yes, 10 questions, 100% correct answers required for completion
Related Courses
Related Courses
- An Introduction to Management Training Course
- Managing Teams for Better Performance Training Course
- Holding Productive 1-on-1 Meetings with your Team Training Course
- Communicating with Management and Key Stakeholders Training Course
- Verbal Communication: Advanced Skills Training Course
- Transitioning From Employee to Manager Training Course
- Mental Health Awareness for Managers Training Course (AUS Version)
- Duty of Care for Managers Training Course
- Ethics: Leaders and Managers Training Course
Outcomes
Learning Outcomes
After completing this course, participants will be able to:
- Identify the difference between underperformance and misconduct, and respond to each appropriately
- Recognise common causes of underperformance, including training needs, process gaps and wellbeing concerns
- Apply a structured, Fair Work-aligned approach to performance conversations and formal processes
- Demonstrate procedural fairness and consistent practice when managing performance concerns
- Contribute to a workplace culture where performance expectations are clear, fair and actively supported
Organisational Benefits
- Reduces the risk of unfair dismissal claims and Fair Work disputes by building procedurally fair management practice
- Improves documentation and audit readiness — managers understand what records to keep and why
- Supports earlier intervention, lowering the cost and disruption of prolonged performance issues
- Builds manager capability and consistency, reducing reliance on HR for every performance conversation
- Demonstrates a proactive, documented commitment to fair employment practice across the organisation
Accessibility
| Platforms | Desktop, laptop, tablet or mobile (widescreen) |
| Browsers | Chrome, Edge, Firefox and Safari are supported (typically versions from 2019 onwards). IE11 is not supported |
| Hosting | Enrol in Tribal Habits portal |
| Accessible | Yes, meets WCAG 2.2 guidelines at a Level AA standard – More info on WCAG 2.2 here |