How to handle scary performance conversations without breaking a sweat

Halloween is here, and the real fright isn’t ghosts or witches—it’s performance reviews. Employees are already wondering, “Will I get a raise, a promotion, or… the axe?” But here’s the twist: managers are just as spooked.

Delivering feedback, especially the negative kind, can feel like wandering through a haunted house laden with traps.

Managers fear upsetting their teams, damaging relationships, or being asked uncomfortable questions like, “I hit all my goals—so why no promotion?” All of which can derail already fragile productivity.

Overworked and often un(der)trained, many managers try their best but frequently miss the mark. According to Gallup, only 14% of employees feel inspired by their reviews, and poorly executed conversations worsen performance a third of the time.

But performance conversations do not have to be scary. More than half (57%) of employees prefer corrective feedback over praise, and 92% say it boosts their performance. The key is knowing how to do it well.

Advice on performance conversations tends to focus on process. But this newsletter helps managers to improve their practise and pull the right psychological levers to deliver great feedback with little fear.

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