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Reading timdellinger.substack.com/p/hey-wait-i... has me thinking about “performance” in employees more generally. A mistake that irks me (which this article does not make) is when people speak about “high performers” and “low performers” as some mostly-static state of being.

Hard agree. People forget that performance isn’t just about skill. When someone’s struggling, it could be because they don’t like their projects or just don’t fit with the team. I just think it’s sad that so many managers never consider this when judging someone’s performance.

From personal experience, I work best in a "chill" team with a bit of humor. I’ve been in teams where every meeting feels like a battlefield, and I simply can’t perform well in those environments.

Oh, I get that. For me, a "chill" team means people feel free to speak their minds. I’ve worked in teams where people panic before meetings with their manager and others where they’re excited to talk. From my experience, the latter always delivers better results.

psychological safety within a team is so important not only to individual wellbeing but the effectiveness of the entire team google study from years ago: rework.withgoogle.com/en/guides/un...