PERFORMANCE MANAGEMENT & DEVELOPMENT
Who Should Attend
This session is designed for:
- New and experienced supervisors, managers, and team leaders responsible for coaching employee performance.
- HR professionals who partner with leaders on performance management and employee development.
- Emerging leaders preparing for future supervisory responsibilities.
- Anyone who wants to improve accountability, provide effective feedback, and support employee growth.
Great performance does not happen by accident. Supervisors play a critical role in setting expectations, providing feedback, developing employees, and addressing performance concerns before they become larger organizational challenges.
This practical micro-learning session helps supervisors build confidence in managing employee performance through clear expectations, ongoing coaching, meaningful feedback, and consistent documentation practices.
Participants will learn how to create a culture of accountability while supporting employee growth and development. The session also explores the connection between performance management, employee engagement, and organizational success.
Lead with Confidence. You’ll Be Able To…
- Recognize the shared roles of supervisors and HR in supporting employee development, accountability, and consistent performance management practices.
- Identify legal and ethical risks in performance management by applying consistent coaching, feedback, documentation, and corrective action practices.
- Apply structured performance management tools—including feedback frameworks, coaching conversations, and documentation methods—to support employee growth and improve accountability.
- Demonstrate how consistent communication, documentation, and corrective action reduce bias, strengthen fairness, and improve workplace performance outcomes.
- Implement performance management practices that reinforce expectations, support employee success, and strengthen retention and engagement across the employee lifecycle.
Included Tools & Templates:
- Expectations Conversation Script (Role-Aligned)
- Performance Improvement Plan (PIP)
- Documentation Log (Discipline/Coaching)
- Action Plan
What Participants Say
“The coaching and feedback tools helped me approach difficult conversations with more confidence and less stress.”
“The examples and role-play activities made performance management feel practical and approachable.”
Lead with Confidence. Inspire Trust. Build Better Workplaces.