Managing Performance Reviews In A Hybrid Work Environment

Hybrid work is becoming the standard way to work for many Australian organisations.

Approximately 45 per cent of Aussies work in a hybrid environment with organisations requiring attendance between three and five days a week. 

Gone are the days of managers demanding employees get back to their desks. 

As a result, organisations have faced consistent challenges like coordinating schedules when some people are in the office more than others, feeling disconnected and a lack of ‘human’ conversations, all of which have made traditional performance management practices no longer fit for purpose. And that’s trickling down to HR. 

Performance management systems are built around visibility, time-based metrics, and face-to-face oversight. But because half of Aussies are working at home, performance management is becoming outdated or even counterproductive. 

Remote employees are quick to say that if the job gets done, why should location matter? Managers have clear success metrics, workflow access and the ability to evaluate outcomes fairly. But theory isn’t practice. Being a team player and showing up isn’t necessarily possible to capture or relevant anymore. And leaders, being human don’t always judge objectively. 

In hybrid settings, those moments get even murkier. If performance management doesn’t evolve alongside how employees work, it risks becoming both unfair and ineffective.

So what’s the best way to manage performance in a hybrid situation? 

In this blog, we’ll explore what happens to outdated performance metrics, how it affects employees and the right way to approach performance management in a hybrid setting with Martin Logic’s HRIS.

Why they don’t work

Legacy performance management models were built for a world where work happens in one place.

Managers used to reward visibility over productivity and were hyperfocused on outcomes. Meaning remote employees risk being overlooked, even when they’re outperforming.

Traditional performance management also relies heavily on informal, in-person feedback. A quick hallway chat. A manager’s gut feel. But hybrid teams don’t always share the same physical space, which makes these informal touch-ups nearly impossible. So without structure, these moments can disappear and feedback becomes inconsistent and unclear at times.

When managers give traditional performance reviews in a hybrid environment, it can feel less like support and more like management over your shoulder. Instead of building trust, it breeds tension and micromanagement amongst employees. 

So to make performance management work today, HR needs new tools and rhythms. Ones that support continuous feedback, clarity and individual growth, no matter where people are working.

How to change performance management in hybrid teams

Shift your focus to outcomes instead of optics. 

How many hours they spend at the desk or if they’re seen in the office don’t reflect real performance anymore. What matters is the impact of their work, not where or when it happens. This means setting clear measurable goals and using tools that track progress without micromanaging.

HR also need to be proactive in their performance management process because without the informal cues of the physical workplace, underperformance can go unnoticed if left unaddressed. 

Without clear structures, people lose sight of how their work connects to the bigger picture. That’s why hybrid performance reviews need simple, effective systems that link individual goals to team and organisational priorities. Because when employees are working all over the place, it’s easier for them to drift or double up. A shared rhythm of check-ins and reviews keeps everyone aligned, accountable and moving in the same direction.

And if you have employees who are 100 per cent remote working, it’s important to update your policy on performance reviews too. These policies should address expectations for communication, availability, meeting protocols and technology use across different work locations. Consider establishing guidelines for response times, core collaboration hours, and when in-person presence is required.

Keep employees engaged 

Ultimately, besides managing performance through the changing work environment, it’s really important to keep employee engagement up. Regular check-ins help managers understand how employees are feeling and what support they need. Making space for appreciation and informal connection helps remote team members feel seen, valued, and part of something bigger.

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Performance used to be judged by presence. If someone was at their desk or chiming in during meetings, it signalled they were doing the work. Sure, those judgments came with their own biases, but at least they felt concrete.

Hybrid work challenges that. Fair, accurate, and meaningful performance evaluations are still possible, but they won’t happen by default. It takes intention, the right tools, and a shift in mindset. With practice and consistency, organisations can build systems that are just as effective and far more equitable for everyone, no matter where they work.

About us

At Martin Logic, we help organisations bring clarity to chaos with people first HR and performance solutions. Our HRIS tools are designed for modern teams, flexible, data-driven, and built for hybrid work. We believe performance should be measured by impact, not presence. Whether you're leading remote teams or rethinking how you support your people, we’re here to help you get it right.