Performance Management

What you'll learn

• Explain why continuous performance conversations outperform a once-a-year review, and what each is for
• Set SMART-style goals that connect each person's work to the team's goals and can actually be checked
• Keep fair, factual performance records that would stand up to the person reading them
• Address underperformance step by step: clarify expectations, diagnose the cause, agree a support plan, and review progress
• Use specific, timely recognition to reinforce the behaviour and results you want repeated
• Recognise the common rating biases and apply practical guards so evaluations are consistent and evidence-based

Curriculum

Progress through each competency level in order.