15/06/2026
EOFY is creeping up again, which means budgets, targets, reporting, planning and yes....performance reviews.
But before everyone collectively groans, hear us out.
Performance reviews in 2026 shouldn’t feel like a corporate chore or a once-a-year “so...how do you think you went?” conversation.
They should be useful.
They should give people clarity on where they stand, what they’ve done well, where they can grow, and what the next 12 months actually look like.
Because the workplace has shifted.
People want feedback more than once a year.
Leaders need better visibility across their teams.
And businesses cannot afford to have good people feeling unseen, unsupported, or unclear on expectations.
A strong review is not about catching someone out.
It’s about opening the conversation.
What are we proud of?
What needs to change?
What support is missing?
What goals still matter?
And what are we pretending is “fine” when it probably needs attention?
Done properly, EOFY reviews can reset more than performance goals.
They can reset motivation, communication, accountability and trust.
And let’s be honest, they also give everyone a chance to explain why that one project from 6 months is still “in progress”.
So this EOFY, don’t just tick the review box.
Use the moment properly.
Your people will thank you for it.
Probably not out loud...but still.