performance management
The set of processes an organization uses to set expectations, track individual and team performance, provide feedback, and make decisions about compensation, promotion, and separation. Common frameworks include continuous feedback models, annual reviews, OKRs, and rating calibration. The goal is alignment: connecting individual contribution to organizational outcomes.
When you'd see it: Manager onboarding, annual review cycles, HR policy documentation, people-ops platform configuration.
Why it matters: Performance management determines who gets promoted, who gets managed out, and how fairly compensation is distributed. Poorly run systems create retention problems and legal exposure.
Common mistakes: Treating performance management as a once-a-year documentation exercise rather than an ongoing conversation. The annual review should synthesize feedback already given, not introduce surprises.
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