Purpose
Nexus Group wants every employee to succeed. This policy explains how we set expectations, give feedback, and manage performance and conduct in a fair, supportive and consistent way.
Setting expectations
At the start of each year — and during induction — you and your manager agree on:
- your key responsibilities and goals;
- how success will be measured;
- the support and development you need.
Goals are reviewed regularly so you always know what’s expected and how you’re tracking.
Ongoing feedback
Good feedback is timely, specific and balanced. Managers are expected to recognise good work and to raise concerns early and constructively. You’re encouraged to seek feedback too.
Formal reviews
A formal performance review happens at least twice a year. It’s a two-way conversation about achievements, challenges, development and goals for the period ahead. Outcomes are recorded and agreed by both you and your manager.
Managing underperformance
If performance falls short, your manager will first work with you informally — clarifying expectations, identifying barriers and offering support. If concerns continue, a formal process may begin:
- Discussion — the manager explains the gap, listens to your perspective and agrees a plan.
- Performance improvement plan (PIP) — clear goals, support and a review period (typically 4–8 weeks).
- Review — if goals are met, the process ends. If not, further action may follow.
You can have a support person present at formal meetings, and you’ll always have a chance to respond.
Managing misconduct
Misconduct (a breach of the Code of Conduct) is investigated fairly before any decision is made. Outcomes depend on seriousness and may range from a warning to dismissal. Serious misconduct — such as theft, fraud, violence or a serious safety breach — may result in immediate dismissal.
Procedural fairness
In every case we follow procedural fairness: tell you the concern, give you a genuine chance to respond, consider your response, and make a fair decision.