The Performance Conversation—Feedback That Works

You have a team member who is missing deadlines. Not by a lot—just enough to create friction. Projects are slipping. Clients are asking questions. And you are covering for them. You know you need to say something. But you keep putting it off. Because what if they get defensive? What if they quit? What if it makes things awkward? So you drop hints. You sandwich feedback between compliments. You wait for the perfect moment. And nothing changes. The truth is: hints do not work. Sandwich feedback does not work. Avoiding the conversation definitely does not work. What works is direct, specific, kind feedback using a framework that focuses on behavior and impact. In this episode, you will learn why founders avoid performance conversations, the SBI framework that makes them work, and how to build a culture where feedback is normal instead of terrifying. IN THIS EPISODE: Why Founders Avoid Performance Conversations The Cost Of Avoidance The SBI Framework The Five-Step Performance Conversation Building A Feedback Culture KEY TAKEAWAYS: Avoiding performance conversations does not protect relationships—it damages them Use SBI framework: Situation, Behavior, Impact Be specific and observable, not interpretive or judgmental Co-create solutions instead of dictating fixes Document conversations and follow up consistently Build a culture where feedback is normal, frequent, and bidirectional RESOURCES: Take the free Leadership Assessment (3 min) Book a Strategic Discovery Audit ($997 engagement) Learn more at thedevaincollective.com CONNECT WITH THE DEVAIN COLLECTIVE: LinkedIn Instagram Website: thedevaincollective.com CONNECT WITH SHEENA: LinkedIn Instagram