The challenge:
An employee struggles with stakeholder communication, and feedback feels like criticism instead of development.
What effective performance management looks like:
The leader reframes the conversation:
“Let’s talk about what’s working, what’s not, and what skills would help you be more effective.”
Coaching, modeling, or targeted development support follows.
The result:
Performance improves, confidence grows, and feedback is seen as an investment—not a punishment.
Performance management should build capability, not fear.
