“It is a truism of management that the worst possible way to give someone performance feedback (and have it accepted as constructive critique) is to save it until the end of the year and give it all at once, just at the very moment when his or her acknowledging the critique will in one way or another affect compensation.”

• Table of Contents

<aside> <img src="/icons/cursor_gray.svg" alt="/icons/cursor_gray.svg" width="40px" /> Also See

While this subject is distinct, it’s deeply related to the following other areas:

• Feedback
• Firing
• The People Org. (”HR”) </aside>

Resources

Articles & Shorter Reads

• Performance Management at Startups ← ⭐️⭐️⭐️⭐️⭐️ must read; high-level overview
• Driving High Performance ⭐️⭐️⭐️⭐️⭐️ ← in-depth; in the weeds; extremely practical and helpful
• Whether or Not to Fix a Broken Relationship
• Any ideas for a lightweight talent review process?
• The 5 Questions to Unlock Poor Performers and Decide: Up or Out?
• Kicking the Can Down the Road (On Hard Decisions)
• Don't Wait
• Danny Meyer’s Jigsaw
• Can / Can’t // Will / Won’t
• What I Learned About People Who Scale

Tracking Performance

• Job Responsibilities Rubric + Job Expectations Template
• Performance Reviews and Absolute Feedback & Absolute Feedback Tracker
• The EOS https://docs.google.com/spreadsheets/d/1NAF6iR2bnYhnh037lpCsnBFEJWIfTqoEU7ZWPzRehVw/edit?gid=0#gid=0