Performance & Talent Management
Performance isn’t just about metrics. It’s about clarity, feedback, and helping people do their best work in the right direction.
Performance management is not about forms or ratings.
It’s about creating clarity, direction, and conversations that help people grow and contribute.
Done well, it aligns people to business goals, identifies potential, and supports accountability.
Done poorly, it frustrates employees, confuses managers, and wastes time.
Let’s do it well.
Key Goals of Performance & Talent Management
- Align individual goals with team and org strategy
- Enable timely and constructive feedback
- Identify high performers and development needs
- Support fair promotions and recognition
- Handle underperformance early and respectfully
Components of a Modern Performance System
1. Goal Setting
- Clear, measurable, and role-relevant
- Aligned with team and company objectives
- Set collaboratively, not top-down only
Frameworks: SMART goals, OKRs, KPIs
2. Continuous Feedback
- Regular 1:1s, not just annual reviews
- Peer, manager, and self-feedback
- Focused on behaviors and outcomes
3. Talent Reviews
- Calibrate across teams and leaders
- Identify flight risks and successors
- Visual tools: 9-box grid, talent cards
Use talent reviews to plan, not punish.
4. Development Planning
- Tied to performance feedback
- Supported by L&D and manager coaching
- Includes short- and long-term goals
Avoid the trap of “you’re great, keep going” — support actual progression.
5. Performance Improvement Plans (PIPs)
Use fairly, with documentation and support — not as punishment.
Common Pitfalls
- One-size-fits-all ratings
- Managers avoiding hard conversations
- Lack of follow-up on goals
- Biased or inconsistent reviews
- Treating high performers the same as the rest
Technology Support
- Performance modules in HRIS (e.g. BambooHR, HiBob, Lattice)
- 360° feedback platforms
- Goal tracking tools (Asana, 15Five)
- Analytics dashboards
Choose tools that enhance, not distract.
Manager Enablement
- Train in feedback models (e.g. SBI, COIN, radical candor)
- Provide scripts and real-world examples
- Offer HR support in tough cases
- Reward great people leadership, not just metrics
Final Thought
Performance and potential are not the same — but both deserve structure, clarity, and care.
When people know where they stand and where they can go, everyone performs better.
📌 Next page: Employee Engagement & Retention – Understand what makes people stay, contribute, and advocate for your organization.