Performance Improvement Plans (PIPs) are sometimes the right tool, sometimes not. But when and why?

The good and the bad of mentoring, and if you should push for a programme.

Rules, and why someone has to keep us stuck to them.

Mediation isn’t a magic fix for workplace conflict.

Handling long-term employee medical absences is one of the toughest challenges for HR and managers.

How to handle difficult employee representatives: keep meetings on track, stop reps derailing decisions, filter irrelevant outside agendas, and ensure the manager remains the decision-maker.

Employee representatives aren’t just obstacles—they can support communication, defuse tension, and help guide employees toward resolution.

People take personal grievances not just for money, but to be heard, seek fairness, and restore dignity.

Swearing at work: Offensive behaviour, bad habit or just another form of punctuation?

Workplace conflicts hinge on perceived harm, social norms, intent, and fair accountability.

Support Person vs. Representative: What’s the Difference in Workplace Meetings?

Employees in disciplinary meetings may adopt a "fight" strategy—denying allegations, challenging fairness, or deflecting blame—often driven by stress, inexperience, or belief they’re right. Does this work?

Advice on managing long term absence.

Som key principles for fair disciplinary action in the Workplace

How to avoid escalation- when small problems turn into big.

Understanding the New Zealand Workplace Mediation Process: What to Expect

Personal grievances can disrupt business, so HR and managers must assess the risk.

Some employees prioritize life over work, creating friction; managers should set clear expectations.

Raising a personal grievance affects more than legality: it can damage a manager’s confidence, alter their style, tarnish the employee’s reputation, and create invisible tension across the team, making PGs politically and emotionally complex in the workplace.