What are the opening hours?

Monday 8:30am - 5pm Tuesday 8:30am - 5pm Wednesday 8:30am - 5pm Thursday 8:30am - 5pm Friday 8:30am - 5pm

http://purpleplayground.com.au/

Purple Playground, Gold Coast (2026)

19/10/2026

𝗬𝗼𝘂𝗿 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲'𝘀 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝘀𝘁𝗶𝗹𝗹 𝗶𝘀𝗻'𝘁 𝗶𝗺𝗽𝗿𝗼𝘃𝗶𝗻𝗴.

You've raised the issue.

You've had the conversation.

You've given them feedback.

You've provided support.

Still no change.

𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗼 𝗻𝗲𝘅𝘁?
𝗔. Have another informal chat
𝗕. Start a formal process
𝗖. Put them straight on a PIP
𝗗. You're honestly not sure

There isn't always a simple answer.

And that's exactly why managing underperformance can be difficult for leaders.

Knowing 𝘄𝗵𝗲𝗻 𝘁𝗼 𝗲𝘀𝗰𝗮𝗹𝗮𝘁𝗲, 𝘄𝗵𝗮𝘁 𝗮 𝗳𝗮𝗶𝗿 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝗹𝗼𝗼𝗸𝘀 𝗹𝗶𝗸𝗲, 𝗮𝗻𝗱 𝗵𝗼𝘄 𝘁𝗼 𝗵𝗮𝘃𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝗹𝗼𝗻𝗴 𝘁𝗵𝗲 𝘄𝗮𝘆 matters.

We'll be working through these kinds of real-world leadership scenarios in our next 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗙𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹𝘀 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽: 𝗠𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗨𝗻𝗱𝗲𝗿𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲.

𝗧𝗵𝘂𝗿𝘀𝗱𝗮𝘆, 𝟮𝟮 𝗢𝗰𝘁𝗼𝗯𝗲𝗿 | 𝟭𝟬𝗮𝗺–𝟭𝟮𝗽𝗺 𝗔𝗘𝗦𝗧 (𝗤𝗟𝗗 𝘁𝗶𝗺𝗲) | 𝗟𝗶𝘃𝗲 𝗼𝗻𝗹𝗶𝗻𝗲

What would you choose?
👇
👉 Register here: https://hubs.li/Q04yh_RY0

15/10/2026

💜 𝗥𝗲𝗮𝗹 𝘄𝗼𝗿𝗸. 𝗥𝗲𝗮𝗹 𝗿𝗲𝘀𝘂𝗹𝘁𝘀. 𝗕𝘆 𝗣𝘂𝗿𝗽𝗹𝗲 𝗣𝗹𝗮𝘆𝗴𝗿𝗼𝘂𝗻𝗱.
𝘉𝘢𝘴𝘦𝘥 𝘰𝘯 𝘢 𝘳𝘦𝘢𝘭 𝘤𝘭𝘪𝘦𝘯𝘵 𝘴𝘵𝘰𝘳𝘺 – 𝘢𝘯𝘰𝘯𝘺𝘮𝘪𝘴𝘦𝘥 𝘧𝘰𝘳 𝘱𝘳𝘪𝘷𝘢𝘤𝘺, 𝘯𝘦𝘷𝘦𝘳 𝘧𝘪𝘤𝘵𝘪𝘰𝘯𝘢𝘭𝘪𝘴𝘦𝘥.

𝗙𝗿𝗼𝗺 𝗛𝗥 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝘁𝗼 𝗮𝗻 𝗘𝘅𝘁𝗲𝗻𝘀𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲 𝗧𝗲𝗮𝗺

When we first started working with this client, they were a growing startup without an internal HR function or many structured people processes.

They didn't need a huge HR department.

They needed 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘁𝗵𝗲𝘆 𝗰𝗼𝘂𝗹𝗱 𝗿𝗲𝗹𝘆 𝗼𝗻.

Over time, that relationship has grown with the business.

𝗙𝗶𝗿𝘀𝘁, 𝗶𝘁 𝘄𝗮𝘀 𝗮𝗯𝗼𝘂𝘁 𝗴𝗲𝘁𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗳𝗼𝘂𝗻𝗱𝗮𝘁𝗶𝗼𝗻𝘀 𝗿𝗶𝗴𝗵𝘁.

✔️ Navigating employment compliance and reducing risk
✔️ Working through difficult people situations
✔️ Providing HR guidance when leaders weren't sure what to do

𝗧𝗵𝗲𝗻, 𝘁𝗵𝗲 𝗳𝗼𝗰𝘂𝘀 𝘀𝘁𝗮𝗿𝘁𝗲𝗱 𝗺𝗼𝘃𝗶𝗻𝗴 𝗳𝗼𝗿𝘄𝗮𝗿𝗱.

📈 Annual wage reviews and salary scoping
🌱 Progression planning and competency frameworks
🧑‍💼 Building leadership capability alongside technical expertise
🤝 Supporting leaders to make more confident people decisions

Today, we're not just an external HR provider they call when something goes wrong.

𝗪𝗲'𝗿𝗲 𝗮𝗻 𝗲𝘅𝘁𝗲𝗻𝘀𝗶𝗼𝗻 𝗼𝗳 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺.

They have access to multiple HR Business Partners and our wider "brains trust" - giving them the confidence to know there's someone to turn to when a people challenge comes up.

𝗧𝗵𝗲 𝗶𝗺𝗽𝗮𝗰𝘁?

𝗠𝗼𝗿𝗲 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀. 𝗠𝗼𝗿𝗲 𝗰𝗮𝗽𝗮𝗯𝗶𝗹𝗶𝘁𝘆. 𝗠𝗼𝗿𝗲 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲.

The business has a stronger understanding of its HR obligations and risks.

Leaders are developing the skills to manage people, not just their technical areas of expertise.

And perhaps most importantly, they get to focus on their other high value activities whilst having the benefit of a 𝘀𝗮𝗳𝗲𝘁𝘆 𝗻𝗲𝘁.

They know they don't have to navigate the people side of a growing business alone.

💜 𝗧𝗵𝗮𝘁'𝘀 𝘄𝗵𝗮𝘁 𝗮 𝗴𝗼𝗼𝗱 𝗛𝗥 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗮𝗻 𝗯𝗲𝗰𝗼𝗺𝗲 𝗼𝘃𝗲𝗿 𝘁𝗶𝗺𝗲: 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝗶𝘁, 𝗯𝘂𝘁 𝗮 𝘁𝗿𝘂𝘀𝘁𝗲𝗱 𝗲𝘅𝘁𝗲𝗻𝘀𝗶𝗼𝗻 𝗼𝗳 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗮𝘀 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗴𝗿𝗼𝘄𝘀.

𝗖𝗼𝘂𝗹𝗱 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗯𝗲𝗻𝗲𝗳𝗶𝘁 𝗳𝗿𝗼𝗺 𝗵𝗮𝘃𝗶𝗻𝗴 𝗮𝗻 𝗛𝗥 𝗽𝗮𝗿𝘁𝗻𝗲𝗿 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗰𝗼𝗿𝗻𝗲𝗿? 𝗟𝗲𝘁'𝘀 𝗰𝗵𝗮𝘁.

15/10/2026

𝗛𝗼𝘄 𝗺𝘂𝗰𝗵 𝗛𝗥 𝗱𝗼𝗲𝘀 𝗮 𝗴𝗿𝗼𝘄𝗶𝗻𝗴 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗻𝗲𝗲𝗱?

A full-time HR person?

An HR partner?

Someone to call when things get messy?

Or just... 𝘎𝘰𝘰𝘨𝘭𝘦 𝘢𝘯𝘥 𝘩𝘰𝘱𝘦 𝘧𝘰𝘳 𝘵𝘩𝘦 𝘣𝘦𝘴𝘵? 😅

The answer isn't always more HR.

It's 𝘁𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗛𝗥 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗳𝗼𝗿 𝘄𝗵𝗲𝗿𝗲 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗶𝘀 𝗻𝗼𝘄 𝗮𝗻𝗱 𝘄𝗵𝗲𝗿𝗲 𝗶𝘁’𝘀 𝗵𝗲𝗮𝗱𝗲𝗱.

Because good value HR isn't about spending the least.

It's about getting the right support 𝗯𝗲𝗳𝗼𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗽𝗿𝗼𝗯𝗹𝗲𝗺𝘀 𝗯𝗲𝗰𝗼𝗺𝗲 𝗲𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 𝗼𝗻𝗲𝘀.

💜 𝗠𝗼𝗿𝗲 𝗛𝗥 𝗶𝘀𝗻'𝘁 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝗶𝗹𝘆 𝗯𝗲𝘁𝘁𝗲𝗿 𝗛𝗥.
𝗧𝗵𝗲 𝗿𝗶𝗴𝗵𝘁 𝗛𝗥 𝗶𝘀.

We explore what that can look like for growing businesses in our latest blog.

Read more → https://hubs.li/Q04ycbsT0

12/10/2026

“𝗪𝗲’𝘃𝗲 𝘁𝗮𝗹𝗸𝗲𝗱 𝗮𝗯𝗼𝘂𝘁 𝗶𝘁. 𝗪𝗵𝗮𝘁 𝗺𝗼𝗿𝗲 𝗰𝗮𝗻 𝘄𝗲 𝗱𝗼?”

Quite a lot, actually.

When someone's performance isn't improving, the answer isn't automatically:

→ 𝗚𝗶𝘃𝗲 𝘁𝗵𝗲𝗺 𝗮 𝘄𝗮𝗿𝗻𝗶𝗻𝗴.

But it's not:

→ 𝗞𝗲𝗲𝗽 𝗵𝗮𝘃𝗶𝗻𝗴 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝗳𝗼𝗿𝗲𝘃𝗲𝗿.

Either.

Good performance management sits somewhere in between.

It means understanding:
𝘄𝗵𝗮𝘁'𝘀 𝗲𝘅𝗽𝗲𝗰𝘁𝗲𝗱 → 𝘄𝗵𝗮𝘁'𝘀 𝗻𝗼𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝗶𝗻𝗴 → 𝘄𝗵𝗮𝘁 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗶𝘀 𝗿𝗲𝗮𝘀𝗼𝗻𝗮𝗯𝗹𝗲 → 𝘄𝗵𝗮𝘁 𝗵𝗮𝗽𝗽𝗲𝗻𝘀 𝗻𝗲𝘅𝘁.

And when informal management isn't working, leaders need to know how to move forward 𝗳𝗮𝗶𝗿𝗹𝘆, 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁𝗹𝘆 𝗮𝗻𝗱 𝗮𝗽𝗽𝗿𝗼𝗽𝗿𝗶𝗮𝘁𝗲𝗹𝘆.

That's the part we’ll be unpacking in our 𝗠𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗨𝗻𝗱𝗲𝗿𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 Leadership Fundamentals Workshop.

📅 22 October | 10am–12pm AEST (QLD time) | Live online

👉 Register here: https://hubs.li/Q04yc7KL0

08/10/2026

🧠 𝗛𝗥 𝗖𝗼𝗻𝗳𝗲𝘀𝘀𝗶𝗼𝗻:

𝗪𝗲 𝗼𝗳𝘁𝗲𝗻 𝗵𝗲𝗮𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝘀𝗮𝘆𝗶𝗻𝗴 “𝗪𝗲 𝗮𝘀𝗸 ‘𝗛𝗼𝘄 𝗮𝗿𝗲 𝘁𝗵𝗶𝗻𝗴𝘀 𝗴𝗼𝗶𝗻𝗴?... 𝘁𝗵𝗲𝗻 𝗱𝗼𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘄𝗵𝗮𝘁 𝘁𝗼 𝗮𝘀𝗸 𝗻𝗲𝘅𝘁.”.

"𝘎𝘰𝘰𝘥."
..𝗖𝗼𝗼𝗹.

“𝘈𝘯𝘺𝘵𝘩𝘪𝘯𝘨 𝘦𝘭𝘴𝘦?”

"𝘕𝘰𝘱𝘦."
..𝗡𝗼𝘄 𝘄𝗵𝗮𝘁?

😅

The problem isn't always that people don't want to talk.

𝗦𝗼𝗺𝗲𝘁𝗶𝗺𝗲𝘀, 𝘄𝗲 𝗷𝘂𝘀𝘁 𝗵𝗮𝘃𝗲𝗻'𝘁 𝗴𝗶𝘃𝗲𝗻 𝘁𝗵𝗲𝗺 𝗺𝘂𝗰𝗵 𝘁𝗼 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵.

Instead of:

"𝘏𝘰𝘸 𝘢𝘳𝘦 𝘵𝘩𝘪𝘯𝘨𝘴 𝘨𝘰𝘪𝘯𝘨?"

Try:

→ 𝘞𝘩𝘢𝘵'𝘴 𝘣𝘦𝘦𝘯 𝘨𝘰𝘪𝘯𝘨 𝘸𝘦𝘭𝘭?
→ 𝘞𝘩𝘢𝘵'𝘴 𝘨𝘦𝘵𝘵𝘪𝘯𝘨 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘸𝘢𝘺?
→ 𝘞𝘩𝘢𝘵'𝘴 𝘣𝘦𝘦𝘯 𝘩𝘢𝘳𝘥𝘦𝘳 𝘵𝘩𝘢𝘯 𝘦𝘹𝘱𝘦𝘤𝘵𝘦𝘥?
→ 𝘞𝘩𝘢𝘵 𝘥𝘰 𝘺𝘰𝘶 𝘯𝘦𝘦𝘥 𝘮𝘰𝘳𝘦 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 𝘸𝘪𝘵𝘩?

You don't need a perfect script.

𝗝𝘂𝘀𝘁 𝗮𝘀𝗸 𝗼𝗻𝗲 𝗯𝗲𝘁𝘁𝗲𝗿 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻.

Then listen to the answer. And ask about that.

💜 𝗧𝗵𝗮𝘁'𝘀 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲 𝘂𝘀𝗲𝗳𝘂𝗹 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 𝘀𝘁𝗮𝗿𝘁𝘀.

08/10/2026

𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝘀𝗻'𝘁 𝗷𝘂𝘀𝘁 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝗴𝗶𝘃𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀. 𝗜𝘁'𝘀 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗴𝗲𝘁 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲𝗺.

We often think about feedback as a leadership activity.

Managers giving feedback.
Employees receiving it.
Performance being discussed.

But if you're only giving feedback and rarely asking for it, you're missing half the conversation.

There are plenty of simple ways to hear what's happening in your business:

💬 𝟭:𝟭 𝗰𝗵𝗲𝗰𝗸-𝗶𝗻𝘀 - What do you need more or less of from me?

🔎 𝗣𝘂𝗹𝘀𝗲 𝗰𝗵𝗲𝗰𝗸𝘀 - What's working? What's getting in the way?

🌱 𝗦𝘁𝗮𝘆 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 - What keeps you here? What could make you leave?

🔄 𝗦𝘁𝗮𝗿𝘁 / 𝗦𝘁𝗼𝗽 / 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗲 - What should we start, stop or continue?

👋 𝗢𝗻𝗯𝗼𝗮𝗿𝗱𝗶𝗻𝗴 𝗰𝗵𝗲𝗰𝗸-𝗶𝗻𝘀 - What's been unclear or harder than expected?

And you don't need a different tool for every situation.

𝗧𝗵𝗲 𝘁𝗼𝗼𝗹 𝗶𝘀𝗻'𝘁 𝘁𝗵𝗲 𝘃𝗮𝗹𝘂𝗲. 𝗪𝗵𝗮𝘁 𝘆𝗼𝘂 𝗱𝗼 𝘄𝗶𝘁𝗵 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗵𝗲𝗮𝗿 𝗶𝘀.

The best feedback approach isn't the one that collects the most information.

It's the one that 𝘄𝗲𝗹𝗰𝗼𝗺𝗲𝘀 𝘁𝘄𝗼-𝘄𝗮𝘆 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗮𝗻𝗱 𝗲𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗲𝘀 𝗲𝗮𝗿𝗹𝘆 𝗮𝗰𝘁𝗶𝗼𝗻.

💜 Because useful feedback isn't just about asking people what they think. It's about creating the opportunity to hear what's happening; and then acting on it.

𝗜𝗳 𝘆𝗼𝘂'𝗿𝗲 𝗹𝗼𝗼𝗸𝗶𝗻𝗴 𝗳𝗼𝗿 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘄𝗮𝘆𝘀 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝗯𝗲𝘁𝘁𝗲𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝗻𝘁𝗼 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀, 𝗹𝗲𝘁'𝘀 𝗰𝗵𝗮𝘁.

05/10/2026

𝗨𝗻𝗱𝗲𝗿𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗿𝗮𝗿𝗲𝗹𝘆 𝘀𝘁𝗮𝗿𝘁𝘀 𝘄𝗶𝘁𝗵 𝗮 𝗳𝗼𝗿𝗺𝗮𝗹 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.

It usually starts with a concern.

A deadline is missed.

The quality of work starts to slip.

Expectations aren't being met consistently.

A leader raises it, gives some feedback and offers support.

But what happens when the same issues keep coming back?

This is where managing underperformance can become difficult.

You don't want to jump too quickly into a formal process. But continuing to have the same informal conversations without any real improvement isn't a solution either.

At some point, leaders need to know:

• When informal management has gone as far as it can
• When a more formal process may be appropriate
• How to approach that process fairly and consistently
• How to have the conversations that come with it

That's what we'll be exploring in our next 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗙𝘂𝗻𝗱𝗮𝗺𝗲𝗻𝘁𝗮𝗹𝘀 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽: 𝗠𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗨𝗻𝗱𝗲𝗿𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲.

A practical session designed to help leaders navigate ongoing performance issues with greater clarity, confidence and consistency.

📅 Thursday, 22 October | 10am–12pm AEST (QLD time)
💻 Live online

👉 Register here: https://hubs.li/Q04ySrHk0

01/10/2026

🧐 𝗛𝗥 𝗧𝗿𝘂𝘁𝗵 𝗼𝗿 𝗠𝘆𝘁𝗵?

“𝗛𝗥 𝗶𝘀 𝗼𝗻𝗹𝘆 𝗻𝗲𝗲𝗱𝗲𝗱 𝘄𝗵𝗲𝗻 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗴𝗼𝗲𝘀 𝘄𝗿𝗼𝗻𝗴.”

❌ 𝗠𝘆𝘁𝗵.

In fact, if HR only gets involved when something has already gone wrong, you’re usually already playing catch-up.

Good HR support often happens 𝗯𝗲𝗳𝗼𝗿𝗲 𝘁𝗵𝗲𝗿𝗲’𝘀 𝗮 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝘁𝗼 𝗳𝗶𝘅.

Think about a growing business:

𝗔 𝗻𝗲𝘄 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗷𝗼𝗶𝗻𝘀
Proactive HR helps create a clear onbaording process that sets them up to succeed.

𝗬𝗼𝘂𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀 𝗴𝗿𝗼𝘄𝗶𝗻𝗴
Clear, practical policies and processes help everyone understand what's expected before ambiguity becomes an issue.

𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗮𝗿𝗲 𝗺𝗮𝗸𝗶𝗻𝗴 𝗺𝗼𝗿𝗲 𝗽𝗲𝗼𝗽𝗹𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀
Practical HR guidance and training can give them the confidence to handle those decisions consistently and compliantly.

𝗧𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗶𝘀 𝗰𝗵𝗮𝗻𝗴𝗶𝗻𝗴
Workforce planning and early advice can help identify people implications before they become urgent.

That's the difference between 𝗿𝗲𝗮𝗰𝘁𝗶𝘃𝗲 𝗛𝗥 𝗮𝗻𝗱 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝗛𝗥.

💜 𝗕𝗲𝗰𝗮𝘂𝘀𝗲 𝗛𝗥 𝘀𝗵𝗼𝘂𝗹𝗱𝗻'𝘁 𝗷𝘂𝘀𝘁 𝘀𝗵𝗼𝘄 𝘂𝗽 𝘄𝗵𝗲𝗻 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗴𝗼𝗲𝘀 𝘄𝗿𝗼𝗻𝗴. 𝗜𝘁 𝘀𝗵𝗼𝘂𝗹𝗱 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗴𝗲𝘁 𝗮𝗵𝗲𝗮𝗱 𝗼𝗳 𝘄𝗵𝗮𝘁 𝗰𝗼𝘂𝗹𝗱.

If you're finding HR tends to become a priority only when something needs fixing, 𝗹𝗲𝘁'𝘀 𝗰𝗵𝗮𝘁 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝗺𝗼𝗿𝗲 𝗽𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗰𝗼𝘂𝗹𝗱 𝗹𝗼𝗼𝗸 𝗹𝗶𝗸𝗲 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀.

01/10/2026

✨ That’s a wrap on September! ✨

September was a month focused on supporting growth, navigating change, and strengthening the people foundations that help businesses move forward with confidence.

From organisational design and HR planning through to employment matters, HR technology, governance and our own team development, we’ve continued partnering with growing businesses to make HR more practical, proactive and connected.

Here’s a snapshot of what we’ve been working on. Swipe for more September moments 👉

☑️ Supported 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗱𝗲𝘀𝗶𝗴𝗻 for a growing business

☑️ Guided a client through a 𝗰𝗼𝗺𝗽𝗹𝗲𝘅 𝗿𝗲𝗱𝘂𝗻𝗱𝗮𝗻𝗰𝘆 𝗱𝘂𝗿𝗶𝗻𝗴 𝗽𝗮𝗿𝗲𝗻𝘁𝗮𝗹 𝗹𝗲𝗮𝘃𝗲

☑️ Implemented new 𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 𝗛𝗲𝗿𝗼 𝗳𝗲𝗮𝘁𝘂𝗿𝗲𝘀 to streamline HR processes

☑️ Developed an 𝗮𝗻𝗻𝘂𝗮𝗹 𝗛𝗥 𝗿𝗼𝗮𝗱𝗺𝗮𝗽 𝗮𝗻𝗱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸

☑️ Delivered 𝗴𝗼𝘃𝗲𝗿𝗻𝗮𝗻𝗰𝗲-𝗳𝗼𝗰𝘂𝘀𝗲𝗱 𝗽𝗼𝗹𝗶𝗰𝘆 𝘁𝗿𝗮𝗶𝗻𝗶𝗻𝗴 for a Board of Directors

☑️ Supported a successful 𝗿𝗲𝘁𝘂𝗿𝗻-𝘁𝗼-𝘄𝗼𝗿𝗸 𝘁𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻 following parental leave

☑️ Digitised 𝗵𝗶𝘀𝘁𝗼𝗿𝗶𝗰𝗮𝗹 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗿𝗲𝗰𝗼𝗿𝗱𝘀 in Employment Hero

☑️ Came together for our annual 𝗧𝗲𝗮𝗺 𝗔𝗹𝗶𝗴𝗻𝗺𝗲𝗻𝘁 𝗪𝗲𝗲𝗸

𝗪𝗮𝗻𝘁 𝘂𝘀 𝗶𝗻 𝘆𝗼𝘂𝗿 𝗰𝗼𝗿𝗻𝗲𝗿 𝗳𝗼𝗿 𝗢𝗰𝘁𝗼𝗯𝗲𝗿? 𝗟𝗲𝘁’𝘀 𝗰𝗵𝗮𝘁.

28/09/2026

𝗪𝗵𝗶𝗰𝗵 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘁𝘆 𝗮𝗿𝗲 𝘆𝗼𝘂? 👀

There’s no right or wrong answer… but you might recognise yourself (or someone in your team).

📅 𝗧𝗵𝗲 “𝗟𝗲𝘁’𝘀 𝘁𝗮𝗹𝗸 𝗮𝘁 𝘁𝗵𝗲 𝗮𝗻𝗻𝘂𝗮𝗹 𝗿𝗲𝘃𝗶𝗲𝘄” 𝘁𝘆𝗽𝗲
Performance conversations happen… eventually.

Strength: Values structure
Watch out for: Waiting too long to address things

🔥 𝗧𝗵𝗲 “𝗙𝗶𝘅 𝗶𝘁 𝘄𝗵𝗲𝗻 𝗶𝘁 𝗯𝗲𝗰𝗼𝗺𝗲𝘀 𝗮 𝗽𝗿𝗼𝗯𝗹𝗲𝗺” 𝘁𝘆𝗽𝗲
Jumps in when something needs attention.

Strength: Action-oriented
Watch out for: Being stuck in reactive mode

💬 𝗧𝗵𝗲 “𝗟𝗲𝘁’𝘀 𝗷𝘂𝘀𝘁 𝗵𝗮𝘃𝗲 𝗮 𝗰𝗵𝗮𝘁” 𝘁𝘆𝗽𝗲
Great at informal conversations and checking in.

Strength: Builds connection
Watch out for: Missing clarity and follow-through

📋 𝗧𝗵𝗲 “𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗳𝗶𝗿𝘀𝘁” 𝘁𝘆𝗽𝗲
Likes clear steps, documentation, and doing things properly.

Strength: Creates consistency
Watch out for: Losing the human element

🌱 𝗧𝗵𝗲 “𝗢𝗻𝗴𝗼𝗶𝗻𝗴 𝗰𝗼𝗮𝗰𝗵” 𝘁𝘆𝗽𝗲
Keeps conversations flowing, sets expectations early, and supports growth.

Strength: Builds capability
Watch out for: (Honestly… keep doing what you’re doing 😉)

The goal isn’t a perfect performance management personality.

It’s finding the balance:

Clear expectations + regular conversations + the right support.

Because performance management works best when it’s part of everyday leadership - not something you only revisit when there’s a problem.

Purple Playground

19/10/2026

15/10/2026

15/10/2026

12/10/2026

08/10/2026

08/10/2026

05/10/2026

01/10/2026

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28/09/2026

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