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Managing Performance Effectively

Knowledge and skills needed to manage the performance of your team effectively.

Landing Section - Managing Performance E

Addressing the issue of a lack of competence in evaluation and providing feedback, we’ve designed this program to equip participants with the knowledge and skills necessary to manage and drive performance exceptionally.


Participants would include those responsible for the performance of others – managers, supervisors and team leaders.


This program is underpinned by 3 theories - goal theory, control theory and social cognitive theory, which we will cover during this program. We’ll establish the significance and purpose of the system. We, then, cover the key elements – goal setting, check-ins, appraisals, discussion, improvement plans – and how best to execute each one of them. Sometimes, processes like people, can have the best of intentions, which can be misrepresented and misunderstood due to poor execution, rooted in a lack of understanding, knowledge and practice. Our program aims to address this. 


Keep reading to learn more about what the participants will be able to do at the end of the session.


By the end of the program, participants will learn how to:

  • Appreciate the purpose and significance of performance management process and its key elements.

  • Be able to distinguish differentiate between performance management and appraisals.

  • Know how to guide their teams to set SMARTER goals that are aligned with the that of the team’s, department’s and organisation’s.

  • Be equipped with the skills to understand how to motivate and support employees through their journey

  • Know how to continuously review progress in the form of frequent check-ins of their team members

  • Be equipped with questions to facilitate a two-way transparent dialogue between employee and them about the performance

  • Have an extended vocabulary of words and phrases to incorporate into written appraisals

  • Be more aware of the various types of bias present during evaluation and minimise them.

  • Learn various structured approaches towards effective appraisal discussions that avoids conflict and resentment and fosters stronger relationships

  • Learn to adapt appraisal discussions to various levels of performers – high, average and low

  • Be equipped with the skills to foster accountability of performance.

  • Understand how to gain employee buy in for improvement plans.

The next section outlines the content covered to achieve these objectives.

Module 01: Appreciating People
  • Understanding employee’s internal representation system

  • Understanding the various motivations of employee

  • Understanding how positive and negative feedback impacts them

  • Understanding why generalizations, distortions and deletions of certain feedback might occur

Module 02: Understanding Process
  • Defining Performance Management

  • What is the difference between Performance Appraisal and Performance Management?

  • Elements of Performance management (Goal Setting, Check-ins, Appraisal, Appraisal DiscussionsImprovements)

  • Key Success Factors

  • Purpose of the components and the benefits of the process

  • Principles of Goal Theory, Control Theory and Social Cognitive Theory

Module 03: Goal Setting & Planning
  • Structure of goal setting conversation to set SMARTER goals

  • Questions to ask when reviewing employee strategy to achieve the goals to ensure employees have the necessary tools to succeed - competencies, skills and resources

  • Techniques to gaining commitment to goals

  • How to ensure alignment of individual goal the goals of the team, department and business?

Roleplay Session 1 


Module 04: Check-ins
  • Time and Frequency of Check-in for different types of performers

  • Structure of Check-in

  • Questions to ask during a Check-in

  • How to discuss modifications to goals or performance without demoralising the employee or sparking a conflict

  • How to ensure employees feel recognised for their efforts

  • How to maintain a balance between the positives and the negatives

  • How to encourage transparency and ensure them of your empathy in the conversation


Roleplay Session 2

Module 05: Evaluation
  • Absolute vs. relative appraisal methods

  • Structure and useful techniques of preferred appraisal method

    • Comprehensive coverage of management by objectives, 360 feedback and others can be done if preferred.

    • Recommendations can be made if there isn’t an existing appraisal method

  • Types of Appraisal bias, e.g. halo effect and error

  • Effective appraisal interviewing

  • Words, phrases to use in the appraisal summaries

Module 06: Discussing Appraisals & Constructive Criticisms
  • Common Feedback Structures, namely the Feedback Sandwich, The ‘Situation-Behaviour-Impact’ Feedback Tool and Variation of Pendleton Model

  • Explaining of different ratings to various levels of performers (high, average, low)

  • Questioning, paraphrasing and listening techniques to facilitate a transparent two-way dialogue

  • Questions and to foster accountability

  • Stories to motivate towards doing better.

  • Techniques to manage arguments, conflicts and confrontations

Roleplay Session 3


Module 07: Discussing Improvements
  • Transition from feedback to discussing improvements.

  • Structure of discussion of improvements which ensure employee buy-in

  • Stories and toots to motivate employees towards getting started on improvements.

Bringing it all Together

Roleplay Session 4


For individuals who oversee, evaluate and manage the performance of others:

  • Team Leads

  • Supervisors

  • Managers

For individuals who oversee and manage performance management systems:


  • Seminar or Lecture styled Explanation of Concepts

  • Questions to facilitate discussions and reflection

  • Role-play of common scenarios to facilitate experiential learning


*Custom Packages can be designed upon request.


All Content

6 - 8 hours

Maximum 20


Selected Content


1 - 3 hours


Maximum 20

Maximum 6

Request Quote

  • Performance Appraisal

  • Constructive Criticisms

  • Performance Management

  • Goal Setting

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