Front-line services in homelessness, mental health, disability, and family support rely on contingent staff for continuity of care and surge capacity. But performance management only works when clients and agencies act as one team, sharing expectations, feedback, and accountability.
At Be Recruitment, we don’t “fill shifts and forget.” We collaborate with you to keep standards high, risks low, and workers engaged.
Why proactive performance management matters
Consistent, values-aligned support for vulnerable clients
Early intervention on issues before they escalate
Data-driven redeployment of high performers
Higher engagement & retention among casual staff who feel valued
Safer services through clear, prompt communication
Six partnership practices that make the difference
| Step | What to do | Why it works |
|---|---|---|
| 1. Brief properly | Spend 5 minutes outlining the client group, risks, and today’s priorities. | Sets workers up for success from the first shift. |
| 2. Clarify expectations | Be explicit about case-note standards, autonomy levels, and behavioural boundaries. | Helps the agency screen and coach the right talent. |
| 3. Provide quick feedback | Use a simple form or email within 24–48 hrs—positive or constructive. | Allows early coaching or rapid redeployment. |
| 4. Build a preferred pool | Tell us who excels (and who doesn’t). We’ll track it. | Ensures continuity and culture fit on future shifts. |
| 5. Recognise excellence | Pass on praise, nominate workers for awards, and say thank you. | Drives engagement and loyalty among high performers. |
| 6. Escalate complaints transparently | If a concern arises, loop us in immediately. We’ll work with you to investigate, keep the worker informed, and agree on next steps—just as you would with an employee on your own payroll. | Protects psychological and physical safety for everyone and upholds fair-work principles. |
How Be Recruitment supports you
Tailored role briefings and risk alerts
24-hour response window on all feedback or incidents
Structured investigation process aligned with your policies
Coaching or retraining plans for workers, where appropriate
Conduct & incident tracking across services
Option to convert proven casuals to permanent hires
How does this benefit our clients?
1. Better client outcomes
When agency workers are well-briefed, supported, and receive feedback, they’re more confident, consistent, and engaged, leading to better service delivery for your clients.
2. Reduced risk and incident escalation
Addressing performance or behavioural concerns early, with our support support reduces the likelihood of complaints, critical incidents, or harm to your clients and staff.
3. Workforce continuity and reliability
A structured feedback process helps build a pool of trusted, high-performing workers you can rely on, minimising disruption and retraining time.
4. Saves you time and resources
You don’t need to manage performance alone. We share responsibility for coaching, redeployment, or replacement, freeing up your managers to focus on service delivery. If we know some of the pitfalls and issues, we can address them early on and ensure they are not repeated.
5. Stronger culture and morale
Treating contingent workers fairly and respectfully, especially during investigations, strengthens team culture and sets a consistent standard of professionalism. It also prevents future reputational damage to the organisation.
6. Compliance and reputation
Transparent feedback and shared investigations ensure fair work obligations, WHS standards, and risk management protocols are upheld, protecting your organisation’s reputation and funding relationships.
7. Improves candidate quality over time
Your feedback helps us refine screening and match you with workers who align with your values, client needs, and service approach, leading to better long-term outcomes.
In short: when we manage performance in partnership, you get safer, more stable services, stronger teams, and better client care—without carrying the full burden alone.
We share responsibility for every worker’s safety, mental and physical, and for every client’s experience. With open communication and a strong partnership, case and support workers can thrive, clients receive consistent care, and services stay compliant and high-performing.
Need help tightening your feedback and investigation processes? Let’s talk.
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