Performance Management: Building Systems that Work
- Jessica Tomic
- 3 days ago
- 3 min read
Performance management isn’t just about metrics—it’s about connection. To build systems that work, we need to create environments where people feel seen, heard, and respected. When working through performance issues, it is important for those at both sides of the table to connect and establish a mutual understanding. Early in my career, an Elder reminded me of the importance of taking time to build bridges: to give space, offer support, communicate effectively, and protect everyone’s dignity in the process.
When I think about how this bridge-building shows up in performance management practices, it means that we begin with curiosity and then ensure we can offer the resources and supports necessary to produce good work. It is also about creating the conditions where both the employee and leadership team knows what “good” looks like and can move forward together.
Why Development Comes First
Performance development is the work leaders do when setting expectations and outlining what good looks like. When employees know the “North Star,” they can often self-direct. I like to think of one’s ”North Star” as being that steady guide keeping us aimed in the right direction and keeps us true to what matters most. Instead of feeling like they are being micromanaged, they can assess the work and use their strengths and resourcefulness to reach the goal. Leaders are to provide overall plans, clarify as needed, use curiosity when facing speedbumps, and offer ongoing support.
Practical Steps for Organizations
Integrate mentoring. Normalize pairing employees with leaders (or experienced peers) for ongoing guidance.
Document clearly. Use clear language in your forms, templates, and guidelines so expectations are transparent
Train for cultural safety. Leaders need to understand Indigenous perspectives, alternative approaches, and lived experiences.
Focus on clarity. Every role should have a clear definition of what “good” looks like.
Revisit regularly. Performance development isn’t annual—it’s continuous.
Performance development systems that are rooted in curiosity and provide practical and functional supports matter.
Making Room for Other’s Perspective
When expanding more on using the “What is your North Star” approach, we will reflect on what it means to align our purpose. Once we know our purpose, we can be flexible, offer respect because there are many paths towards our shared horizon. Inuit have been using traditional knowledge to frame up what a “good life” means and are integral methodologies for governance. These frameworks have been outlined in Inuit Qaujimajatuqangit (IQ) Principles. For example, Aajiiqatigiinniq (which is decision-making through discussion and consensus), play such an important part in my work. I keep it in front of mind as it reminds me that stronger decisions come from hearing all voices. Spoiler alert: using Aajiiqatigiinniq principles are not just for Inuit – this is an effective leadership mindset that can be built into our communication strategies when designing, deploying, and connecting about the work we do.
When leaders (and yes, this means even future leaders) create systems rooted in discussion, trust, consensus, and curiosity for the organization—we all win. Those doing the work will be able to appreciate the check-ins and ask questions before quality assessments are made. Monitoring and measuring performance becomes a shared process that drives our mission forward as we work to move together across the bridge.
Personal note:
I enjoy building those bridges—between people, between perspectives, and especially when exploring what is expected and what is possible. Decisions made through discussion and consensus are not weaker; they are stronger because they carry everyone forward.
Want to find out more?
If you’d like to strengthen performance development in your workplace, I’d love to help. Reach out, and let’s build systems that are sustainable, respectful, and fair. Our Leadership Fundamentals program is a great way to begin!
From the Owl Insight team (formerly Lisa Isaac HR) and lead collaborator, Jessica Tomic. Jessica.Tomic@owlinsighthr.ca
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Blog Photo by Todd Steitle on Unsplash