Kairos HR

Name: Kairos HR
Address: Brisbane City, QLD, AU
Telephone: +61731060304

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Contact information, map and directions, contact form, opening hours, services, ratings, photos, videos and announcements from Kairos HR, Consulting Agency, Brisbane City.

Kairos HR is a modern HR consultancy that is passionate about providing businesses HR support and solutions so they can build thriving teams and focus on building their business without the HR headaches.

30/10/2026

Your 1:1 is sitting in the calendar.
Then a client needs something.
Another meeting runs over.
You move the 1:1 to next week.
Then next week gets busy too.

The problem is not always obvious that day; questions wait, and Feedback gets rushed.

The conversation your team member needed gets pushed further down the calendar.

YHRTK’s guidance is simple: protect the 1:1, prepare the feedback and make sure the person leaves with a clear next action. There is also a 1:1 Meeting Guide in the Hub to help you put some structure around those conversations.

Open the 1:1 Meeting Guide and schedule your next three 1:1s.

29/10/2026

You know THE meeting, forty-five minutes of talking, plenty of updates, then everyone closes their laptop and goes back to work without being completely sure who is doing what.

That is when meetings start taking time without helping the team move anything forward. Before you finish, make the next action clear.

What was decided?
Who owns it?
What needs to happen next?

And if the conversation only really applies to one person, move it into their 1:1 instead.

A useful meeting should make the work clearer, not add another mystery to the week.

27/10/2026

Your calendar does not necessarily need more meetings.

It needs the right conversations happening in the right ones.

27/10/2026

One of the most common myths about terminating an employee is that you need 3 written warnings first.

Fair Work doesn't set a number of warnings, meetings or documents. What matters is that you've talked to them about it, given them a reasonable time frame to improve, documented everything, and made sure they knew what would happen if things didn't improve.

Get those four right and you're protected, whatever the number of warnings.

Save this for the next time you're unsure. Send us a message if you'd like our managing underperformance mini course. It's $47.

22/10/2026

They are a few weeks into the role and you are still getting questions you expected to have reduced by now.

Before drawing conclusions, look at the quality of the training, direction and feedback they have received.

Have the expectations been made clear?
Have they seen what good performance looks like?
Has their work been reviewed with specific feedback on what needs to change?

Probation is there to help you assess whether someone can perform successfully in the role.

That assessment is more useful when the employee has had clear expectations, appropriate training and timely feedback throughout the process.

That does not mean every performance issue comes back to training.

It means leaders have a stronger basis for deciding whether the issue is capability, clarity, behaviour or something else, and what action needs to follow.

20/10/2026

The thinking still matters.

You need to decide what the role should achieve, what you will not compromise on and what evidence will help you choose the right person.

But once those decisions are made, you do not need to create every part of the process from a blank page.

The recruitment section of the Your HR Toolkit Hub includes tools to help you build the role analysis, job ad, position description, interview guide and skills assessment.

That gives you a more repeatable way to prepare for recruitment while you stay responsible for the decisions that matter.

Send us a message if you want to see how the recruitment tools work.

19/10/2026

A new employee joins and the first few days are full of explanations.

Then client work gets busy.

Training can quickly become, “Come and grab me if you have a question.”

That is where probation can start to lose structure.

Use the period to do two things at the same time: teach the person what the role requires and pay attention to how they respond to training and feedback.

Start with the role and KPIs. Show them what good performance looks like. Review their work and talk about what needs to improve while there is still time for them to apply the feedback and build capability.

16/10/2026

Friday arrives and your new employee has made it through week one.

That does not mean they should now be left to work everything else out for themselves.

By the end of the first week, make sure the foundations have been covered.

They should understand the role, their position description, any KPIs that apply, and what the probation process will look like.

The easiest way to make that more consistent is to avoid rebuilding onboarding from memory every time someone joins.

A clear onboarding process helps you prepare the practical pieces before and during those early days, so new employees understand what is expected and leaders are not relying on memory while also running the business.

A more consistent approach gives both the employee and the business a clearer start.

15/10/2026

You started your business because you were good at what you do.

Then the business grew, the team grew, and leading people became part of the role too.

Many small business owners have never been formally taught how to lead a team.

Leadership, feedback, performance and the people responsibilities that come with growth are capabilities that need to be developed.

Building those leadership foundations helps you manage your team with more clarity as the business grows.

Follow Kairos for practical people and leadership advice.

14/10/2026

The laptop works.
They know everyone’s names.
They have probably worked out where the coffee is.

Now the more important part of onboarding begins.

Come back to the role.

What are they responsible for?
What are the immediate priorities?
What does good performance look like?
And who should they go to when they need support?

You are not expecting someone to master the role in three days.

You are giving them enough clarity to focus on the right things, build capability and contribute sooner.

Address

Brisbane City, QLD

Telephone

+61731060304

Website

https://www.kairoshr.com.au/

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