Performance Management Trends
Performance management trends in Australian organisations have moved steadily toward continuous conversations and away from the annual rating cycle. The reasoning is sound and there is a legal consequence worth planning for.
A dismissal for performance is assessed partly on whether the person was told clearly, given a real chance to improve, and supported. The annual review was a poor development tool and an excellent record.
Continuous conversations improve the first job and can weaken the second. Frequent informal feedback that is never written down can leave an employer unable to show the person knew what was expected.
The fix is not to reinstate the annual form. It is to keep a short written note of the conversations that actually matter, agreed with the employee at the time rather than reconstructed afterwards.
The Fair Work Ombudsman covers dismissal processes. This is general information rather than legal advice.
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