Partnering for Performance Full Day Course


Length in Days: 1

Program Leader Level: All

Online Option: No
Minimum Class Size: 8
Maximum Class Size: 25
Facilitators: 1
Assessments/Prework: Not Applicable

Up to 8 Participants: $7,562


DESCRIPTION: Managers often view performance management as being primarily the end-of-year performance review. In truth, performance management is an ongoing, year-round function. The annual review is merely the culmination of the performance conversations that have taken place throughout the year. In this course, managers learn how to:

a)collaboratively develop performance goals;

b)Provide feedback and coaching toward those goals; and

c)Review performance results. These three activities make up the performance management cycle.

What is Performance Management?

Performance management is a constant process of two-way communication between managers and their employees throughout the year. This includes addressing any concerns of the employees, clarifying organizational goals, laying down objectives, conducting performance evaluations, providing feedback, and reviewing results.

Why is Performance Management important?

Why is Performance Management important?

  • It helps both employees and employers prepare quarterly, half-yearly, and annual performance review
  • It helps streamline the annual appraisal process
  • It allows employees and managers to be on the same page and collectively work toward a common organizational goal
  • It helps managers understand any issues their employees are facing at work
  • It helps employees clarify doubts and understand the deliverables and key result areas (KRAs) better
  • This process helps employees to become more open to receiving constructive feedback
  • It facilitates constant communication between managers and employees
  • This helps employees feel valued at their job

For more information, please check this blog from P2L.


  • Use a three-phase process to effectively manage performance
  • Assess employee strengths and development opportunities
  • Apply the SMART goal-setting formula
  • Help employees prepare for the goal-setting discussions
  • Apply follow-up techniques to ensure commitments, goals, and standards are being met
  • Apply a structured approach to conducting the performance review
  • Use language that focuses on development vs. criticism
  • Establish a safe climate for collaborative performance discussions
  • Apply collaborative techniques to create a two-way dialogue
  • Handle difficult performance discussions


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