Performance management
Effective performance management is not about "fixing" people who fall behind. It is a proactive, system-level responsibility. It's about creating an ...
Effective performance management is not about "fixing" people who fall behind. It is a proactive, system-level responsibility. It's about creating an environment where high performance is the natural outcome. This involves establishing crystal-clear goals , providing the right tools and support , fostering deep psychological safety , and running processes that are transparent and fair. The best managers don't just get good at handling underperformance; they build systems—like effective 1-on-1s, clear OKRs, and transparent calibrations—that make severe underperformance rare.
In this module, we will equip you with the frameworks, language, and strategies to confidently answer any interview question related to this critical leadership domain. You will learn not just how to manage performance, but how to articulate your philosophy in a way that signals to interviewers that you are a mature, strategic leader ready to build and scale exceptional engineering teams.
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You manage Sam, a Senior Engineer who is, by all technical measures, a superstar. Sam's code is clean, their architectural insights are brilliant, and they single-handedly deliver features that would take any other two engineers twice as long. In performance reviews, their individual output is consistently rated at the highest level.
However, the 360-degree feedback from Sam's peers tells a different story. They describe Sam as condescending, dismissive of others' ideas, and frequently ignoring team processes like ticket updates and on-call handoffs because they feel it "slows them down." In the last team retrospective, two junior engineers were visibly hesitant to speak after Sam publicly called their proposal "amateur hour." The team's overall velocity has begun to stagnate, despite Sam's heroic individual efforts.
As Sam's manager, what is your immediate next step?
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