Linking STS to Business Outcomes

The Sensory Translation Strategy (STS) is designed to work alongside existing business practices, risk management frameworks, and compliance obligations.

It does not replace current performance management or disciplinary processes. Instead, it operates upstream — providing a structured approach to identifying and addressing the root causes of performance issues.

It supports:

• Reduces direct and indirect costs associated with staff turnover; including recruitment, onboarding, lost productivity, and termination expenses.

• Lowers legal and compliance risk and associated costs, including Fair Work claims, unfair dismissal proceedings, and adverse action complaints.

• Reduces union disputes and formal grievances through earlier, structured responses to performance concerns.

• Reduces management and HR workload by providing clear, practical tools to address performance issues early — before escalation into formal processes.

• Greater protection for managers by providing a defensible, non-discriminatory process for managing performance concerns.

• Improved operational stability and workplace productivity by tackling root causes in work systems instead of managing the same issues repeatedly.

• Supports WHS psychosocial health obligations while reducing WorkCover-related costs.

STS does not require employees to disclose a diagnosis.

It provides managers with a lower-risk, practical way to address performance concerns — without complex or sensitive conversations.

At the same time, it offers organisations a more cost-effective and consistent approach to managing performance while protecting both managers and employees.