Performance Reviews Done Right: 5 Tips for Australian Employers and Employees

Performance reviews are more than just a formality. When done well, they are powerful tools for boosting productivity, engaging employees and developing future leaders.

In our recent LinkedIn poll, 45% of respondents preferred one-on-one feedback sessions, while another 45% valued real-time feedback. These insights show the growing demand for more personalised and timely performance review processes in Australian workplaces.

Why Performance Reviews Matter

Regular performance appraisals help businesses align individual performance with organisational goals. They also give employees clarity around expectations, recognition for their efforts, and guidance on areas for growth.

To be meaningful, reviews need preparation and structure – and they should be tailored to the diverse needs of today’s multigenerational workforce. Employees across different age groups value feedback in different ways. For example, younger employees often prefer ongoing, real-time feedback, while more experienced employees may value formal one-on-one sessions that allow deeper discussion. A flexible approach ensures everyone feels supported.

For a broader overview of what performance reviews involve, see Indeed’s guide: What is a Performance Review?

5 Tips for Employers

1. Encourage preparation on both sides
   Ask managers and employees to reflect on achievements, challenges, and development areas before the meeting. This sets the stage for a balanced and productive discussion.
2. Use evidence-based feedback
   Keep reviews objective by supporting comments with examples, KPIs, or measurable outcomes. This builds trust and credibility.
3. Foster open dialogue
   Create a safe space for employees to share their views, ask questions and raise concerns. A two-way conversation strengthens engagement.
4. Set specific, achievable goals
   Work with employees to set SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound). This provides clarity and accountability.
5. Tailor feedback to a multigenerational workforce
   Recognise that different generations value feedback differently. Adapt your approach — for example, Gen Z may prefer frequent, short check-ins, while Baby Boomers may value structured conversations.

 Need Help with Your Performance Review Framework?

Whether you’re building a new performance review process from scratch or updating outdated templates, our HR Consulting team can help. With areas of expertise covering government, private and not-for-profit sectors across Australia, we are able to customise our solutions to your organisation and sector.  Contact Horner on 1300 119 580 or submit an enquiry online for a call back to learn more about our tailored solutions for Australian businesses.

5 Tips for Employees

1. Understand the review process
   Know whether your organisation uses formal templates, structured appraisals, or more informal check-ins.
2. Reflect on your achievements
   Bring specific examples of projects, outcomes or client feedback that demonstrate your value.
3. Align with organisational goals
   Show how your work supports team or company objectives. This makes your contributions more visible.
4. Define your own goals
   Be proactive by coming prepared with ideas for your career development, training or future responsibilities.
5. Embrace feedback as growth
   View constructive feedback as an opportunity to improve. Ask clarifying questions to turn advice into clear action steps.

Looking for more tips?

Visit our Job Seeker Resources section on the Horner website for resources designed to support your career journey from resume tips to interview preparation.