Performance management goes wrong most often not because of bad systems but because managers have never been trained to do it. Good performance management training helps managers set clear objectives, hold regular and useful conversations, give feedback that changes behaviour and tackle underperformance early and fairly.
What good performance management looks like
- Clear expectations: everyone knows what good looks like in their role.
- Regular conversations: frequent one-to-ones, not just an annual review.
- Honest feedback: specific, timely and balanced.
- Development: support to grow, not just assessment.
- Fair handling of underperformance: early, documented and supportive.
What performance management training should cover
Setting objectives
Writing clear, measurable objectives linked to team and organisational goals.
One-to-ones
Structuring regular conversations about progress, obstacles and development.
Appraisals and reviews
Preparing, running and following up appraisals that people find useful rather than dreaded.
Feedback
Giving positive and corrective feedback in ways that are specific and actionable.
Managing underperformance
Identifying the cause, agreeing improvement plans, supporting change and following fair procedures.
Recognition and development
Recognising good work and building development plans.
Common performance management mistakes
| Mistake | Better approach |
|---|---|
| Feedback saved for the annual review | Regular, timely feedback |
| Vague objectives | Specific, measurable goals |
| Avoiding underperformance conversations | Address early and supportively |
| Appraisal as a form-filling exercise | A genuine two-way conversation |
| Focus only on weaknesses | Balance strengths, development and recognition |
Training managers together
Consistency matters in performance management. When managers are trained together, ratings, expectations and processes become fairer across teams. See our corporate training options and leadership training for managers.
Performance management training
Our Performance Management Training for Managers course covers performance frameworks, goal setting, appraisal design, feedback systems, development planning, performance review and managing underperformance, live online or in London. For related skills, see Employee Engagement and Motivating and Rewarding Employees.
Frequently asked questions
Who should take performance management training?
Any manager responsible for people, especially new managers and those preparing for appraisal cycles.
How often should managers hold performance conversations?
Regular one-to-ones, often fortnightly or monthly, work better than relying on annual reviews alone.
Does performance management training cover underperformance?
Good training does, including how to identify causes, agree improvement plans and follow fair procedures.