When was the last time your performance reviews sparked genuine insight or inspired real change?
Too often, performance reviews are treated as a checkbox exercise: a once-a-year formality that’s more about process than people. But when approached with intention, they can become something far more powerful – a two-way conversation that builds trust, aligns expectations and motivates your team to thrive.
At MJD Recruitment, we specialise in placing high-performing office support professionals, and we’ve seen first hand how collaborative performance conversations can elevate not just individuals, but entire teams.
Below, we’ve compiled four practical, research-backed strategies to help you transform your review process into a meaningful dialogue that benefits both employees and employers.
The Power of Weekly Check-Ins
If your performance reviews are the only time feedback is shared, you’re already behind. The most effective leaders treat performance conversations as an ongoing dialogue – not an annual event.
Here’s why that matters: employees are three times more likely to be engaged when they have consistent weekly check-ins with their manager, according to the Society for Human Resource Management (SHRM). In our experience recruiting top-tier office support professionals, engagement is often what separates an average performer from a game-changer.
These meetings don’t have to be formal. In fact, the best ones aren’t. A quick, meaningful check-in builds trust, keeps goals front of mind and surfaces issues before they snowball.
Tip: Use these catch-ups to ask questions like: “What’s feeling heavy right now?” or “Where could you use more support?” – you’ll be amazed at what you learn when you open the floor regularly.
Set Clear, Meaningful Goals
Forget the tick-box goals that get dusted off once a year. The best-performing teams work toward goals that are clear, meaningful and created with their employees, not just for them.
When employees are part of the goal-setting process, something powerful happens: they become more invested, more self-aware and more aligned with what success looks like in their role. According to Gallup, employees who feel their goals are aligned with the broader organisation are 3.6 times more likely to be engaged. That’s not just good for morale – it’s good for business.
Effective goal-setting isn’t about micromanagement; it’s about direction, purpose, and momentum. It’s also a chance to identify hidden strengths and give your team something tangible to work toward.
Tip: Tie individual goals directly to team and company outcomes and don’t let them collect dust. Revisit them regularly in your check-ins to keep progress visible and accountability high.
Recognition Goes a Long Way
If you’re looking for a low-cost, high-impact way to boost performance and retention – start with recognition.
It’s not just about making people feel good (though that matters too). According to Forbes, 65% of employees say they’d work harder if they felt properly recognised, and 37% say it would drive them to do better work more often. That’s a major return on a moment of your time.
This is especially important for office support professionals – many of whom work tirelessly behind the scenes without fanfare. Recognition reinforces their value, builds loyalty, and can be the spark that reignites motivation during busy or high-pressure periods.
Tip: Skip the generic “good job” and make it personal. Whether it’s for flawlessly managing a senior exec’s diary or stepping in to solve a last-minute issue, timely and specific praise shows you’re paying attention and that it matters.
Encourage Self-Assessment
If you want performance reviews to spark genuine growth not just surface-level updates, encourage your employees to lead part of the conversation themselves.
Self-assessment transforms the review process from something done to employees into something they’re actively part of. It builds a sense of ownership, creates space for more honest dialogue, and often uncovers valuable insights about motivation, blockers and untapped strengths.
When employees reflect on their own progress, they’re more likely to come to the table prepared, engaged and invested in the outcome. It also gives managers a deeper understanding of how their team views their own development – insight you won’t find in KPIs alone.
Tip: Ahead of reviews, ask employees to come prepared with a few reflections: What are you most proud of? Where do you want to grow? What’s getting in the way? These questions can shift the tone from evaluation to evolution.
At MJD Recruitment, we’ve had the pleasure of working with some of the most capable and committed business support professionals across Sydney, Melbourne and Brisbane. One thing we know for sure – performance reviews are most effective when they’re a two-way street, built on open, honest conversations.
When you shift the focus from formality to genuine dialogue, reviews become a chance to build trust, uncover insights and create real momentum for your people and your business.
If you’re looking to strengthen your office support team, we’d love to help.
Call us on (02) 8042 1840 or email [email protected]
