This month, we’re talking about something that trips up even the most experienced leaders: performance issues.

Here’s the thing - there’s a big difference between helping people perform well and managing poor performance after the fact. One is about setting people up for success. The other? Often damage control.

When you're actively managing performance, you're being clear about expectations, giving people the support they need, and checking in regularly. You’re building a culture where people know what great looks like - and feel equipped to deliver it.

But when things are left to drift, or when issues aren’t picked up early, you may find yourself in a more reactive space - where performance reviews turn into tough conversations, improvement plans, or even disciplinary action. It’s stressful for everyone involved and can affect morale across the board.

The good news? Many performance challenges can be avoided if the right foundations are in place. And yes, even when performance does drop, there are smarter, more compassionate ways to respond that protect your team and your business.

HR has a huge part to play in both sides of this - setting up strong processes and stepping in when things get tricky.

In this update, we’re sharing how to shift your approach from fixing problems to preventing them, and what to do when someone’s performance still starts to slip. Because how you handle it can either build trust - or break it.