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HR & TALENT DEVELOPMENT
Performance Management
Build a year-round performance system, not a once-a-year event
Why It Matters
When performance is only discussed once a year, problems grow unchecked, strong work goes unrecognized, and the annual review becomes a stressful surprise. Managers without a steady rhythm often avoid issues until they require formal action. A year-round approach keeps expectations clear and conversations frequent. Employees always know where they stand, managers catch issues early, and the organization builds a fair, documented record that supports development, recognition, and, when needed, corrective steps.
Course Description
Where a review course focuses on one meeting, this course builds the system around it. Participants start by writing clear expectations for a sample role, then design a check-in rhythm suited to their team. Practice segments cover a short regular check-in, an in-the-moment coaching conversation, and an early conversation about a performance concern. Participants learn simple documentation habits that capture facts without becoming a burden. A case follows one employee across a year, and small groups decide what the manager should do at each point, including when and how to move to a formal improvement plan. Participants leave with a performance rhythm for their own team and a date to review how it is working.
Key Focus Areas
Participants explore and practice:
Setting clear, measurable expectations at the start of the cycle
Running regular check-ins that are brief and useful
Documenting performance as you go, without excess paperwork
Addressing performance concerns early and fairly
Knowing when and how to move to a formal improvement plan
Learning Outcomes
Participants will be able to:
Write performance expectations that are specific and measurable
Design a check-in rhythm for their team and lead a sample check-in
Document a performance observation factually and concisely
Plan the steps for addressing an ongoing performance gap
Who Should Attend
Managers and supervisors
HR business partners and generalists
Program directors overseeing staff performance
Organizations redesigning their performance process
Delivery and Customization
Examples, scenarios, and activities are adapted to your audience and goals. Delivery is available in person, virtually, or in a hybrid format, as a standalone session or as part of a series. Format and length are agreed during scoping.
Related Courses
Conducting Annual Employee Reviews · HR & Talent Development
Coaching and Mentoring · Leadership & Management
Delivering Constructive Feedback · Leadership & Management
Accountability in the Workplace · Leadership & Management
Bring Performance Management to your team
Tell us about your audience and goals. We will follow up to scope objectives, format, and timing.