Performance Management and Disciplinary Support for NZ Managers
Managing poor performance, misconduct, or difficult employment situations is one of the hardest parts of being a manager — and one of the riskiest if it’s handled incorrectly.
At Epic People, we support New Zealand businesses to manage performance issues, disciplinary processes, and employment exits fairly, lawfully, and confidently, while protecting both people and the organisation.
With over 30 years’ HR experience in New Zealand and internationally, including senior leadership roles, we guide managers through performance improvement, managed exits, and dismissals that stand up legally and are handled with dignity.
Our Performance Management and Disciplinary Support Services
We provide hands-on, practical HR support across the full range of performance and disciplinary situations, aligned to NZ employment law and best practice.
Managing underperformance
We help you:
- Clarify performance expectations and standards
- Diagnose whether the issue is skill, capability, behaviour, or support
- Design and run fair performance improvement processes
- Document performance concerns correctly
- Coach managers through difficult conversations
This includes supporting formal performance improvement plans (PIPs) where required.
Incompatibility and relationship breakdowns
Sometimes performance issues aren’t about skill — they’re about fit.
We support employers to:
- Identify incompatibility issues early
- Address interpersonal or working-style conflicts
- Explore reasonable options to resolve the situation
- Manage exits where an ongoing employment relationship is no longer viable
Handled carefully, these situations can be resolved without escalation.
Excessive absenteeism and attendance issues
We assist with:
- Managing frequent or unexplained absences
- Addressing attendance issues linked to health, conduct, or engagement
- Ensuring compliance with NZ leave and medical information requirements
- Running fair processes that balance business needs and employee rights
Misconduct and serious misconduct
We guide employers through:
- Allegations of misconduct and serious misconduct
- Fair and impartial investigations
- Disciplinary meetings and decision-making
- Procedural fairness and natural justice
- Outcome letters that stand up to scrutiny
This includes high-risk matters where dismissal may be a possible outcome.
Termination of employment
Where employment needs to end, we support:
- Lawful dismissal following a fair process
- Managed exits and negotiated outcomes
- Risk assessment before termination
- Drafting termination documentation
- Reducing the risk of personal grievances
Our focus is always on defensible, fair, and humane outcomes.
Training that strengthens performance management capability
Many performance and disciplinary issues escalate because managers lack confidence, skills, or legal understanding.
We also provide targeted training that directly supports better outcomes:
- Managing poor performance training
Practical tools for addressing underperformance early and effectively. - Advanced communication skills training
Essential for high-stakes conversations, managing emotion, and avoiding costly miscommunication. - Employment law training
Helps managers understand their obligations and make legally sound decisions.
Why performance management and disciplinary processes matter
Getting these processes right is not optional in New Zealand.
Handled poorly, performance or disciplinary issues can lead to:
- Personal grievance claims
- Costly settlements
- Lost productivity and morale
- Damaged culture and leadership credibility
- Reputational harm as an employer
Handled well, they can:
- Turn underperformance around
- Strengthen accountability and clarity
- Protect employment relationships
- Enable fair, defensible outcomes — including termination when necessary
The difference is process, communication, and judgment — this is where experienced HR support matters.
For more on this topic, check out our article Why managing poor performance should be your top priority.
Why choose Epic People?
Performance management and disciplinaries are not the place for templates or guesswork.
Epic People brings:
- 30+ years’ HR experience, including senior HR leadership roles
- Deep expertise in New Zealand employment law and practice
- Experience guiding managers through hundreds of performance and disciplinary processes
- A calm, pragmatic approach when situations feel emotionally charged
- A strong focus on protecting both people and the organisation
We don’t just tell you what the law says — we help you apply it in the real world.
Performance management and disciplinary support FAQ's
When should I start a formal performance management process?
As soon as informal feedback and support are not leading to improvement. Delays increase legal risk. We understand that managers often avoid or delay, but this can make the performance issues more difficult to turn around.
Can I dismiss an employee for poor performance in NZ?
Yes — but only after a fair process, clear expectations, support, and an opportunity to improve. We can take you through that process, step by step.
What’s the difference between misconduct and serious misconduct?
Misconduct may justify warnings; serious misconduct may justify dismissal. The distinction depends on the seriousness behaviour and context. We recommend having clear policies around what constitutes misconduct and what could be deemed misconduct. These may vary by industry, so generic policies may not suit your organisation.
Do I need HR support for a disciplinary meeting?
You’re not required to have it, but high-risk situations benefit greatly from experienced guidance, even if it’s someone in the room just to take notes or ensuring a fair process is being followed.
What are the risks if I get this wrong?
Personal grievance claims leading to financial settlements, legal costs, and reputational damage; not to mention the time that these processes consume.
Can Epic People support us without taking over the process?
Yes, in fact, the process is yours to run. We’re here to advise, coach, review documentation, or attend meetings when you need.
Ready to talk to a consultant about creating an epic workplace?
Behind every epic workplace, is Epic People
Talk to an HR Consultant
If you need HR consulting or compliance support for your business, let’s talk.
Whether you’re dealing with an immediate issue or want to strengthen your HR foundations, we’ll help you move forward with confidence.
