| Date | Venue | Duration | |
|---|---|---|---|
| Available on Request | Sandton | Available on Request |
A well-run performance management system drives productivity and development; a poorly run one breeds resentment and disengagement. This Performance Management Training Course equips managers and HR professionals to design, implement, and conduct fair, effective performance processes throughout the employee lifecycle — from goal-setting through to managing underperformance.
Through practical role-play of performance conversations and case studies on rating calibration, you’ll work through goal alignment, KPI design, difficult conversations, and structured improvement plans. You’ll leave with a working performance review template you can take directly back to your organisation.
This Performance Management Training Course equips you to design, run, and continuously improve performance management processes that are fair, consistent, and aligned to organisational goals.
By the end of this Performance Management Training Course, you’ll be able to:
Design a performance management cycle that aligns individual and organisational goals
Set clear, measurable performance objectives and KPIs
Conduct fair, constructive performance conversations, including difficult ones
Differentiate between performance and potential when planning development
Apply rating and calibration techniques that keep ratings consistent and defensible across teams
Address underperformance through structured, legally sound improvement plans
Link performance management processes to the disciplinary process where required
Build a working performance review template ready for your own organisation
A Cycle That Actually Works: Design a performance cycle that connects individual goals to organisational strategy, not a once-a-year formality.
Confident, Fair Conversations: Handle even difficult performance conversations with structure and composure.
Consistent, Defensible Ratings: Apply calibration techniques that keep ratings fair and consistent across managers and teams.
Underperformance Handled Correctly: Structure legally sound improvement plans that protect both the employee and the organisation.
A Template, Not Just Theory: Leave with a working performance review template built for your own organisation.
This Performance Management Training Course is designed for:
HR Managers and Officers Responsible for Performance Systems
Line Managers and Supervisors Conducting Performance Reviews
Team Leaders New to Managing Performance Formally
Anyone Involved in Setting KPIs or Conducting Appraisals
Our diverse instructional approaches ensure effective learning:
– Lectures & Presentations: Engage with expert-driven, stimulating content.
– Course Material: Access well-crafted supporting resources.
– Group Work: Collaborate on discussions and case studies for practical insights.
– Workshops & Role-Play: Participate in immersive, scenario-based activities.
– Practical Application: Focus on applying theoretical knowledge in real situations.
– Post-Training Support: Receive extensive support after training for skill implementation.
Module 1: Foundations of Performance Management
The purpose and value of a well-run performance management system
How poor performance management drives disengagement and resentment
Core components of an effective performance management cycle
Common performance management pitfalls and how to avoid them
Practical Exercise: Assess your organisation’s current performance cycle against best-practice components.
Module 2: Linking Performance to Organisational Strategy
Cascading organisational goals down to individual objectives
Aligning team-level KPIs with broader strategic priorities
Keeping goal alignment realistic during the year as priorities shift
Communicating the link between individual performance and business outcomes
Practical Exercise: Cascade a sample organisational goal down to three individual-level objectives.
Module 3: Setting Objectives and KPIs
Writing objectives that are clear, measurable, and fair
Balancing quantitative KPIs with qualitative performance indicators
Setting objectives for roles where output is difficult to measure
Avoiding common goal-setting mistakes that undermine fairness
Practical Exercise: Draft three SMART objectives for a sample role.
Module 4: Conducting Performance Conversations
Structuring effective feedback and coaching conversations
Preparing for and running difficult performance discussions
Balancing recognition and constructive feedback in one conversation
Documenting performance conversations correctly
Practical Exercise: Role-play a difficult performance conversation and receive structured feedback.
Module 5: Rating and Calibration
Common rating biases and how to reduce their impact
Running a fair and consistent calibration session
Keeping ratings defensible across different managers and teams
Communicating calibration outcomes to employees
Practical Exercise: Participate in a mock calibration session using sample performance ratings.
Module 6: Managing Underperformance and Improvement Plans
Identifying underperformance early and accurately
Structuring a legally sound performance improvement plan (PIP)
Setting realistic timelines and support for improvement
Differentiating a skill gap from a will or conduct issue
Practical Exercise: Draft a performance improvement plan for a sample underperformance scenario.
Module 7: Linking Performance Management to the Disciplinary Process
Knowing when underperformance shifts from a PIP to a disciplinary matter
Documentation standards that support a defensible disciplinary process
Coordinating with HR and legal on complex underperformance cases
Closing the loop: exit, improvement, or renewed commitment
Practical Exercise: Map the decision points for escalating a PIP into a formal disciplinary process.
Discover how our courses enhance professionals’ effectiveness in their workplaces.
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