Managing people can be challenging, particularly when expectations aren't being met or workplace issues arise. Having the right HR support can help you make confident decisions, address issues early and manage your people fairly and consistently.​
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Performance
​We help leaders manage employee performance with clear expectations, constructive feedback and practical processes that support both the employee and the business.
To help you manage your performance feedback session, we recommend our clients use our Feedback 5 methodology, which you can access for free once logged in: Feedback 5
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Termination
​When employment needs to end, it's important to follow a fair, compliant and well-documented process. We provide practical guidance to help you understand your obligations, manage the process confidently and reduce unnecessary risk.
Practical People Management Support When You Need It Most​​​
Managing people is one of the most rewarding and challenging parts of running a business. Whether you're supporting high-performing employees, addressing underperformance, navigating workplace conflict or managing a difficult termination, having experienced HR support can help you make informed decisions while reducing risk.
At Martha Travis People Innovators, we work alongside business owners and leaders to provide practical, commercially focused people management advice. Our goal is to help you address workplace issues early, manage employee performance confidently and create positive outcomes for both your people and your organisation.
Every workplace is different, which is why our advice is tailored to your business, your culture and your industry. We don't believe in one-size-fits-all HR—we provide solutions that are legally compliant, pragmatic and aligned with your business objectives.
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When Can We Help?​
Our People Management Solutions are designed to support organisations through every stage of the employee lifecycle, particularly when challenging conversations or complex workplace matters arise.
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We regularly assist businesses with:​
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Performance management and performance improvement plans
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Employee coaching and development
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Managing difficult workplace conversations
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Workplace investigations
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Misconduct and disciplinary processes
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Conflict resolution and mediation
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Absenteeism and attendance management
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Employee grievances and complaints
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Bullying, harassment and workplace behaviour matters
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Restructures and organisational change
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Redundancies and workforce planning
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Terminations and managing unfair dismissal risk
Whether the issue is straightforward or highly complex, we'll help you understand your obligations and develop a practical plan for moving forward.
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The Benefits of Professional HR Support​
Managing employee matters correctly protects both your people and your business. By engaging experienced HR professionals early, you can:
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Reduce the risk of costly Fair Work claims.
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Ensure compliance with Australian employment legislation and Modern Awards.
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Improve manager confidence when handling difficult conversations.
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Create fair, consistent and transparent people management practices.
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Resolve workplace issues before they escalate.
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Improve employee engagement, accountability and performance.
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Protect your workplace culture during periods of change.
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Save valuable time by having experienced HR guidance available when you need it.
Our focus is always on finding practical solutions that balance legal compliance with positive business outcomes.
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Our Approach​
People management is about more than solving problems—it's about helping leaders build capable, engaged and high-performing teams.
We partner with organisations to provide ongoing HR advice, coaching and workplace support, equipping managers with the confidence to have meaningful conversations, set clear expectations and manage employee performance effectively.
Where formal processes are required, we guide you through each step, ensuring documentation, communication and decision-making are compliant, fair and aligned with best practice.
Whether you're dealing with a single employee matter or building stronger leadership capability across your organisation, we're here to support you every step of the way.
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Why Choose Martha Travis People Innovators?​
✔ Practical, commercially focused HR advice
✔ Support tailored to Australian workplaces
✔ Experienced in complex employee relations matters
✔ Trusted by small businesses, not-for-profits and growing organisations
✔ Helping leaders build confident, capable and engaged teams
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Ready for Practical HR Support?​
People issues don't have to become business problems. Whether you need advice on performance management, employee relations or workplace compliance, we're here to help you manage your people with confidence.​
Contact our team today to discuss your people management challenges or book a confidential consultation.
Real Life Client Situations
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Real Life Example One
Performance Support and a Performance Improvement Plan (PIP)
The situation:
A client approached us after a team member was not meeting standards. Our initial review found that there were no clear expectations in place, and the existing position description was several years out of date.
While the manager’s expectations had shifted over time, those changes had never been formally communicated. In addition, regular feedback and performance issues had not been relayed to the employee, leaving them unaware of the growing concern.
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The intervention:
We assisted the client to draft and implement a Performance Improvement Plan (PIP), which served two purposes: clarifying current role deliverables and establishing a structured framework for ongoing feedback.
We also facilitated a series of structured discussions between the manager and employee, creating a safe space for the employee to communicate obstacles and share their perspective.
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The outcome:
The employee’s performance improved measurably. At the same time, the manager gained clearer insight into what constitutes reasonable expectations, and the trust and confidence between both parties increased, enabling the employee to continue successfully in the role.
Real Life Example Two
Disciplinary Action: Conflict of Interest / Misconduct
The situation:
Not every employee issue is tied to performance. In this case, a client had an employee who used their role privileges to help another employee gain a personal advantage, creating a conflict of interest and breaching company policy.
The intervention:
The employee was issued a Letter of Allegations, formally outlining the alleged conduct and including an invitation to respond in writing.
The employee admitted to the conduct in their response.
The outcome:
The disciplinary outcome included a written warning that recurrence would likely result in termination of employment. The employee accepted the process in full and gave their commitment not to repeat the conduct. The client remained protected and the employment relationship was preserved without the need for more drastic measures.
Real Life Example Three
Termination and Procedural Fairness — Abandonment of Employment
The situation:
In this case, an employee had been absent from the workplace for multiple days. The employer had made several documented attempts to contact the employee, but all were unsuccessful.
Termination becomes necessary when there are unresolved ongoing performance issues, repeated poor conduct, or a serious breach that erodes trust and the ability to perform the role. Clients rely on us, before termination is executed, to confirm procedural fairness and reduce exposure to unfair dismissal claims or other legal risks.
We review everything that has already been done and identify any procedural gaps. Where gaps exist, we work with the client to close them before the final decision is acted upon.
The intervention:
We guided the client through a procedurally fair process, ensuring each contact attempt was documented and that every reasonable care step was taken before proceeding. After repeated, documented contact attempts, the employer terminated the employment for abandonment of employment. A registered letter was sent confirming the action.
The outcome:
The process placed heavy emphasis on documentation of all attempts to contact the employee, ensuring procedural fairness was maintained at every stage. The client was fully protected, with every box ticked before the termination was finalised.