Performance conversations get labeled “spicy,” but they’re part of the job. Done well, they’re continuous, fair, and focused on growth with no surprises at review time.
Here’s how I run them.
What performance management really is
We tend to equate performance with promotions or PIPs. It’s broader than that: regular feedback, aligned goals, and shared ownership of outcomes.
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“Well, first of all, it shouldn't be getting to the point where you're saying you are not getting a promotion… because you should be having those underperforming conversations with them along the way.”
Keep the bar visible year-round so nothing lands out of the blue.
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