Performance & Support

What check-ins does WorkmodeX conduct?

Structured check-ins at the key onboarding milestones — 30, 60 and 90 days — followed by regular ongoing coaching and touchpoints.

What is discussed during coaching?

Performance, workload, wellbeing, challenges, communication, training needs, career development and required support.

Will the client receive updates?

Yes. Material concerns, recurring challenges, support requirements and agreed actions are communicated to you.

How should I raise a performance concern?

Contact your WorkmodeX representative with clear examples, dates, the expected standard, previous feedback given, and the impact on your business or clients.

What happens after a performance concern is raised?

We review the information, speak with the relevant parties, document the concern, and help set expectations, actions, support and review dates.

Does WorkmodeX manage formal performance improvement plans?

Where appropriate, we coordinate a documented improvement process with clear expectations, support, measures and review periods.

Will WorkmodeX speak to the employee for me?

We can support or facilitate employment and performance discussions. You should still give direct, timely feedback about daily work.

What if the employee disagrees with the feedback?

We review the available information, speak with both parties, and help establish clear evidence, expectations and next steps.

How are achievements recognised?

Share positive feedback and achievements with us so they can be acknowledged during coaching and recognition activities.

Can I request a career-development discussion for my team member?

Yes. We can include development goals, additional responsibilities, training and progression opportunities in ongoing coaching.