One Shift That Changes Performance Reviews

Performance conversations are only as useful as the clarity behind them.

Too often, managers treat performance issues as if they exist in isolation. Jason Carson put it well: 'Your employee's behavior isn't happening in isolation. It's a reaction to (or anticipation of) the behaviors, actions, and signals from you, their peers, and the systems you've helped build.'

To get better results, we need better alignment, and that starts with clarity.

In my Shared Language series, I looked at how vague phrases like 'team player' or 'ownership' often go undefined. When that happens, people fill in the blanks, usually not in the way we intended.

One thing to try

Before your next performance conversation, pick one phrase or behavior that matters for your team. Ask each team member how they interpret it. Then create a shared definition together. Small actions like this lead to better conversations and stronger performance.

What is one phrase your team uses often that may mean different things to different people?