Performance Management

Performance Management is a tool to help managers ensure that the people or teams they manage:

  • Know and understand what is expected of them
  • Have the skills and motivation to deliver on these expectations
  • Are supported by the organisation to develop the capacity to meet those expectations
  • Are given feedback on their performance
  • Have the opportunity to discuss and contribute to individual and team goals and objectives

CFCD has a range of solutions which you can apply immediately in your organisation to improve staff performance at all levels and improve your organisational performance and talent management.

The following is an example of a performance management workshop agenda that we can tailor to your needs:

Effective Performance Appraisals

Performance Planning

  • The role of a manager in setting performance standards
  • Why bad managers contribute to an employee's poor performance
  • Guidelines for setting performance standards that stretch an individual
  • Objective setting: discussion and practice on setting SMART objectives
  • Development planning as part of an ongoing process, not just for an annual review

Monitoring Performance

  • Monitor performance to form a solid foundation on which to base constructive feedback to staff members
  • How to collect information about staff member performance
  • Discussing with staff members about monitoring performance
  • Examining gaps between current and expected performance
  • What to monitor

Analysing Performance

  • The analysis framework: reviewing performance standards, comparing agreed performance with actual performance, and determining the performance problem and skill levels required to achieve performance
  • Overcoming potential problems with analysing performance

Conducting an effective performance appraisal

  • How to create the right atmosphere when conducting performance appraisals
  • Employee preparation for the appraisal - set the right expectations
  • Essential communication skills: empathic listening, questioning, and giving and receiving feedback
  • Keep the discussion open to employee input - ask for their ideas on how to improve performance
  • Deal effectively with poor performers
  • Create and discuss learning and development plans with staff members
  • Summarise the session and end on a positive note
  • Monitor and review progress on objectives and development plans between review meetings
  • Give ongoing feedback to improve performance and encourage motivation between appraisal meetings
  • The role of coaching in performance management

Training employees to participate in the appraisal process


Employees learn to:

  • Prepare for the appraisal meeting
  • Improve their feedback skills to get the most out of their
    performance review
  • Assess their performance and prepare a summary for their supervisor as a basis for a two-way dialogue during the appraisal meeting
  • Receive and accept feedback on performance that needs improvement
  • Keep their emotions under control when receiving feedback
  • Ask the right questions to clarify information being shared in the appraisal meeting
  • Handle vague feedback and what to do about it
  • Ask for feedback between appraisal meetings