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Quick Look Course Summary:Performance Management Course (1 day)
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Next Public Course Date:
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Length: 1 day(s)
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Price (at your venue): 1 Person R 5,654 EX VAT 3 Person R 3,982 EX VAT 10 Person R 2,954 EX VAT
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Certification Type:Non-Accredited
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Locations & Venues: Off-site or in-house. We train in all major city centres throughout South Africa.
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Performance Management Course (1 day)
Managers run the full performance cycle – goals, check-ins, appraisal and improvement – fairly, consistently and on record.
Most performance problems start long before the annual review: goals that were never agreed, feedback that was never given, and an appraisal that surprises the employee. This one-day performance management course gives managers a complete, practical cycle they can run with every team member: agree clear goals, track and coach during the year, appraise fairly, and act properly when performance falls short.
The day moves through the cycle in order. Delegates turn strategy and the job description into SMART goals, plan a performance agreement meeting, and use a performance journal, regular feedback and coaching to keep the year on track. They compare 360-degree feedback with the traditional review, use competency assessments, and practise preparing for and leading an appraisal conversation, including one that turns into a disagreement.
The last part covers poor performance in a South African setting: a performance improvement plan, status meetings, documentation and the fair process for poor work performance in the Code of Good Practice: Dismissal (general guidance, not legal advice). Delegates leave with a performance plan template ready for their own team.
Why this course
For your organisation
- Goals that link individual work to business priorities
- Appraisals that are consistent, documented and fair across managers
- Poor performance addressed early and through a defensible process
- Managers who coach throughout the year, not only at review time
For your delegates
- A simple three-phase performance cycle to follow
- Templates for SMART goals, a performance journal and an improvement plan
- Practice leading an appraisal conversation
- Confidence to handle disagreement in a review
What delegates will be able to do
- Explain how performance management works as a three-phase cycle of planning, monitoring and review
- Turn strategy and the job description into SMART goals and a written performance plan
- Run a performance agreement meeting and give regular feedback and coaching
- Use a performance journal, 360-degree feedback and competency assessments to build a fair picture of performance
- Prepare for and lead an appraisal discussion, and respond constructively to disagreement
- Set up a performance improvement plan with status meetings and proper documentation
- Follow a fair process when dealing with poor work performance
Who should attend
Managers, supervisors and team leaders who set goals and run performance reviews, especially those new to the role, and HR practitioners who support line managers through the review cycle.
Course outline
Day 1 – The performance management cycle
How performance management works
- What performance management is, and what it is not
- The three phases: plan, monitor and review
- The job description as the starting point
- Tools that support the cycle
- Case study: a review that went wrong
Setting goals that count
- From strategic plan to job analysis to individual goals
- SMART goals: specific, measurable, attainable, realistic and time-bound
- Performance standards and measures
- Running the performance agreement meeting
- Writing the performance plan: goals, results, priorities and measures
Monitoring and coaching through the year
- Keeping a performance journal of goals and achievements
- Regular check-ins and informal feedback
- Coaching conversations that build capability
- Kolb's learning cycle: experience, reflection, concepts and experimentation
- What motivates people, and how to find out
A fair picture of performance
- 360-degree feedback compared with the traditional review
- Competency assessments: defining and applying them
- Common rating errors: halo, recency and central tendency
- Gathering evidence before the appraisal
The appraisal conversation
- Preparing yourself and the employee
- Structuring and leading the discussion
- Responding to disagreement and resolving conflict
- Agreeing next steps and recording the outcome
- Role-play in pairs
When performance falls short
- Planning a performance improvement
- Status meetings and follow-up
- Keeping the documentation that makes the process fair
- The fair process for poor work performance under the Code of Good Practice: Dismissal
- Your action plan for your own team
How it is delivered
One day, 08:30-16:00. In person at your offices anywhere in South Africa, at a BOTI venue, or live online. One delegate or a group of up to about 20; examples can follow your own performance system. Workbook, templates and a personal action plan included. We deliver it at your offices in Johannesburg, Pretoria, Durban, Cape Town and anywhere else in South Africa, at a BOTI venue in Johannesburg, or live online for teams in different places.
What our clients say
“The course was efficiently scheduled and planned around our timetable. We were impressed by the quality of training given.”
“We were highly impressed by the high caliber of the training provided. The facilitator demonstrated a deep level of expertise that added significant value to the sessions.”
“[The organisation] was highly satisfied with the work conducted … demonstrated a high level of professionalism when conducting the training and deadline driven. Quality material and well-designed course content was utilised.”
Frequently asked questions
Can the course be run at our offices?
Yes. We train on site anywhere in South Africa, at a BOTI venue, or live online.
How many managers can attend?
One delegate up to a group of about 20. The more delegates, the lower the price per person – see the price table or ask for a quote.
Is it accredited?
No. It is a non-accredited short course and delegates receive a BOTI certificate of attendance.
Can you align it to our performance management system?
Yes. Send us your review forms and policy and the facilitator uses them in the exercises and role-plays.
Is there a longer course on team performance?
Yes. Creating High Performing Teams through Performance Management is a two-day course that adds team development, development plans and monitoring performance across a whole team.
Can you run this course in Johannesburg, Cape Town or Durban?
Yes. We train on site at your offices in Johannesburg, Pretoria, Durban, Cape Town and across South Africa, at a BOTI venue in Johannesburg, or live online so a team spread over several offices can attend together.