Performance management fundamentals
What is the definition of performance management beyond KPIs and appraisals?
A continuous process of setting expectations, providing feedback, and developing talent aligned with organisational goals.
What does it mean to balance accountability and empathy as a leader?
Holding people to standards while understanding their challenges and supporting growth.
What does Discovery’s performance cycle include beyond reviews?
Regular check-ins, feedback, coaching, and development planning.
Why is performance management considered a continuous process rather than a one-time event?
Because it involves ongoing conversations, feedback, and development; not just annual reviews.
Why is psychological safety important in performance conversations?
It allows employees to speak openly without fear, fostering trust and honest dialogue.
Why are wellbeing check-ins part of the performance rhythm?
They support holistic performance by addressing personal and professional wellbeing.
Who are the three key role players in performance management at Discovery?
Employee
Leader
HR
How can leaders use feedback to build trust and engagement?
By being timely, specific, and supportive in their feedback.
What assumptions do we make when we expect feedback to happen naturally?
That leaders know how and when to give feedback, which may not be true.
How does Discovery’s performance equation redefine high performance?
It emphasises Results + Culture + Purpose, showing that performance is multidimensional.
What are the risks of inconsistent or skipped performance conversations?
Misalignment, disengagement, and missed opportunities for growth.
How does regular feedback reduce anxiety and improve psychological safety?
It creates predictability and shows that performance is supported, not judged.
What does 'evidence over opinion' mean in evaluating performance fairly?
Using observable behaviours and outcomes rather than subjective impressions.
How does leadership mindset influence team innovation and performance?
A growth-oriented mindset encourages experimentation, learning, and collaboration.
What happens when performance conversations lack clear purpose or structure?
They become ineffective, confusing, and may damage trust.