Rethinking Performance Management from Process to Partnership
The Challenge
Performance conversations are often uncomfortable – for everyone! Whether it’s delivering tough feedback, holding people accountable or motivating underperformance, many leaders struggle to get performance management right. It can feel awkward, overly formal, or even confrontational. And if systems are outdated or inconsistent, they often become a tick-box exercise rather than a meaningful driver of growth.
For leaders, the tension lies in balancing clarity with empathy and pushing for results without damaging morale.
Taking Action
The trick is to shift the focus from evaluation to development. When performance management becomes a regular, human conversation, not just an annual review, it builds trust and drives improvement. That means being clear on expectations, creating space for two-way feedback, and supporting people to take ownership of their development.
It also means noticing strengths as well as gaps, and viewing performance as a dynamic, shared responsibility — not just something to “fix.” The reviewee needs to see the process as a personal benefit and not some sort of management control exercise.
How We Help with Performance Management
Coaching helps leaders approach performance with confidence, clarity, and care. It provides space to practise the conversations that matter, explore their impact, and build the skills to lead with both honesty and empathy.
Coaching also helps shift mindsets – from avoiding discomfort to engaging with it as a catalyst for growth. When leaders get more confident in how they manage performance, their teams get more confident too, leading to a healthier, higher-performing culture overall.
Challenges
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