In this episode, Karen Kirton breaks down one of the top three challenges leaders face—how to effectively manage and reward performance. While it seems simple in theory, many businesses struggle with it in practice. Karen shares seven key reasons why performance management can go wrong and offers practical solutions to overcome them.

In today’s episode, you will learn:

• The right manager matters.
  Many managers are promoted based on technical skills, not leadership capability. Without the right preparation and ongoing development, performance management is likely to fall flat.
• “I don’t have time” is not a valid excuse.
  Karen reframes this as a matter of prioritisation and asks leaders to reflect on why they’re avoiding performance conversations—whether it’s fear, lack of skill, or poor systems.
• Lack of know-how is a major barrier.
  Setting goals, giving feedback, and recognising performance all require training and support. Too many managers simply haven’t been shown how.
• Culture influences everything.
  If performance and recognition aren’t embedded in the company culture, managers may fear being the “odd one out” or even face accusations of micromanagement or bullying.
• Feedback is a skill—practice it.
  Performance management starts with effective, ongoing feedback. Leaders need to be trained in both giving and receiving feedback constructively and consistently.
• Managers need support too.
  HR (internal or outsourced) should regularly check in with managers, helping them coach their teams and make performance management a regular part of their leadership rhythm.
• Sometimes, it’s the wrong fit.
  If a manager consistently avoids the people stuff—even with training and support—it may be time to reassess their role in the business. Karen dives deeper into this topic in Episode 32.

Karen reminds us that great managers aren’t born—they’re developed. But they must also be willing to step up and take accountability for their people’s success.

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We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn.

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