The Link Between Performance Management and Human Connection
At Connection Heroes, our training is designed to build better human connection at work – creating environments where people genuinely see, hear, value and trust each other.
The challenge is that, in today’s hybrid world, many of the instincts and interactions that build connection happen less. Screens make it trickier to read body language. It’s harder to tell whether a pause is a shift in mood or just a tech issue. And we have far fewer serendipitous moments with colleagues.
All of this makes it tougher to build teams that are high on trust, where participation is equitable, and open, honest conversations thrive. Instead, we’re seeing the rise of politeness over kindness – where relationships rest at surface level, feedback gets sugar-coated and people avoid difficult conversations because they’re not invested enough in relationships.
When it comes specifically to managing performance in this disconnected world, there are several knock-on effects for managers and the hybrid teams they lead:
Feedback only exists in scheduled 1:1s
With day-to-day interactions increasingly transactional and informal chats replaced by messaging, natural “quick feedback moments” disappear. Messaging can feel too blunt for sensitive topics, so managers hesitate… and then don’t bother. Feedback becomes something saved for monthly 1:1s, meaning issues linger and praise is delayed.
Managers sugarcoat feedback
When relationships lack depth, managers worry about upsetting people. They soften critical feedback, or miss out the bits they think will cause offence. The intention may be kindness, but without radical candour – caring personally and challenging directly – people don’t get the clarity they need to develop and overall team performance suffers.
Not all performance is seen or assessed equitably
Hybrid work amplifies proximity bias. Those who are seen more can appear more committed. Long-standing team members benefit from familiarity, while new starters struggle to build connection through a screen. Introverts can also fare less favourably than extroverts and may be affected by system bias that values confident social interaction over quiet, thoughtful work.
Promotion and opportunities aren’t evenly distributed
When visibility gets confused with value, hybrid teams end up with an uneven playing field. People who speak up more or have greater face time with leaders receive more opportunities, even when others deliver just as much impact. This kind of inequity can poison teams quickly.
Disconnection drives misinterpretation
Team members often don’t know their managers well as humans either. Without underlying trust, feedback is interpreted through a stress lens. When someone enters a 1:1 in a stress state, their brain is less able to process nuance or stay open to constructive criticism. Misunderstandings can grow, especially if managers lack confidence and clarity, meaning disconnection deepens.
So, what can you do? A lot of the above challenges can be resolved in two ways.
First, by helping managers understand that all humans are hard-wired for connection. Our nervous system controls how we think, feel, and act, including how we interact with each other. This understanding provides a firm foundation from which to teach new skills that enable them to build trust, connection and psychological safety with their team, regardless of physical location.
Second, by delivering feedback training that focuses on role and mindset, not just tools. By understanding their role is to guide their team to achieve results by providing clear feedback – while also caring personally about individuals – managers can approach feedback conversations differently. And, by understanding the significance of Radical Candour, they can apply whatever tools and frameworks your organisation favours, but with a connection mindset and positive intent.
If you want to help your managers build better team connection, face up to difficult conversations, and lead effective feedback conversations, we offer two workshops that make an immediate impact:
The Connection Mindset – helps leaders understand how human connection really works and teaches powerful ways to improve teamwork, regardless of physical location.
Connect with Radical Candour empowers managers to speak honestly with their teams and deliver 1:1 reviews that deepen trust and drive individual and team development.
And if you’d like to learn more about our science-backed training, arrange a chat with our team.
