Re-institute and enforce monthly performance conversations across engineering managers

Situation

Peter decided to re-institute and enforce lightweight monthly 1:1 performance conversations (a few minutes each, using the shared spreadsheet) as the real accountability mechanism for managers and their directs — and to restart doing them himself with his own directs, having admitted he had fallen off. The point is catching misalignment on goals and deficiencies early rather than letting it fester for months.

Reasoning

Peter values mechanisms that actually drive behavior over ceremony — if something does not matter, he does not want to do it. Monthly-light beats quarterly/biannual-heavy because the value is early detection of misalignment, not producing a document; he would never let a misread goal or deficiency run 3-6 months. This is the operational engine behind the broader build-a-team-that-wins mandate: monthly check-ins are how managers stay honest about where their people stand.

Additional Context

Correction from Peter: tying year-end reviews to comp is NOT part of this decision — he does not own HR and does not get to determine comp linkage. The in-lane decision is specifically enforcing the monthly performance conversations he controls.

Observed Evidence

Justin 1:1 6/12: "I want you to do that every month." "if were doing them monthly, then I dont care about any of the formal reviews." "I should start doing it with you guys again, and Ive fallen off also." "I wouldnt want to let something like that roll for three or six months." Peter confirmed: "there is absolutely a decision here about enforcing the monthly reviews."

Matching Patterns

Confidence Breakdown

Reasoning Depth Analysis