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Quick Look Course Summary:Monitoring Individual Performance to Create High-Functioning Teams (2 days)
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Length: 2 day(s)
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Price (at your venue): 1 Person R 10,326 EX VAT 3 Person R 7,594 EX VAT 10 Person R 5,537 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.
High Performance Teams (Inside the Company) – self-paced online, 6 months’ access: R950 per learner (ex VAT); teams of 10 or more pay less.
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Monitoring Individual Performance to Create High-Functioning Teams (2 days)
Team leaders set clear standards, spot performance gaps early and hold fair, documented reviews that turn gaps into agreed action plans.
When a team under-delivers, the cause is rarely effort alone. More often the standards are vague, nobody tracks performance between annual reviews, and the review itself is rushed, one-sided or never written down. Performance review training gives team leaders a repeatable system: clear standards, regular monitoring and review conversations that lead to action.
This two-day course follows the full cycle. Day one covers setting performance measures in line with business goals, writing standards so each person knows exactly what good looks like, involving the team so the standards are accepted, and building a monitoring system that picks up problems in weeks rather than at year-end. Day two covers the review itself: preparing, giving fair and constructive feedback, recording strengths and gaps honestly, agreeing and signing an action plan, recommending training where it is the right answer, and checking whether the team structure still fits the work.
Practice is built around the delegates' real roles and teams. The documentation habits taught here also support a fair process if poor performance later has to be managed formally.
Why this course
For your organisation
- Clear, documented standards for every role
- Performance problems picked up in weeks, not at year-end
- Consistent, defensible reviews across all teams
- Training spend aimed at real performance gaps
- Lower grievance risk through a fair, recorded process
For your delegates
- A ready-to-use set of standards for a role in your team
- A simple monitoring plan you can start the following week
- Confidence to hold a review when performance is below standard
- Templates for review notes and action plans
What delegates will be able to do
- Set performance measures that link each role to business goals and deliverables
- Write clear standards that state the activity and the level of performance required
- Win team buy-in by involving members in setting their own standards
- Set up and explain a fair system for tracking each person's performance
- Prepare for and hold a constructive review interview
- Record strengths and gaps accurately and agree a signed action plan
- Recommend training or development where it will close a gap
- Use review results to judge whether the team structure still fits the work
Who should attend
Supervisors, team leaders and junior managers who manage a team, newly promoted leaders who have inherited a team, and experienced managers who need a consistent, defensible review process. HR and L&D teams often book it for all line managers at once so every team is measured in the same way.
Course outline
Day 1 – Standards and monitoring
Performance and the high-functioning team
- Workshop objectives and personal learning goals
- What a high-functioning team looks like
- Why individual performance drives team results
- The performance cycle: plan, monitor, review, improve
Setting performance measures
- Linking measures to business goals, objectives and deliverables
- Key performance areas and indicators for each role
- Measures of quantity, quality, time and cost
Writing performance standards
- Clear, concise standards that specify the activity and the required level
- Involving team members and using their feedback
- Recording standards in line with policy and procedure
- Exercise: standards for a role in your team
Building a monitoring system
- Choosing methods: observation, work samples, reports and system data
- How often to monitor and who is responsible
- Explaining the system to the team to gain buy-in
- Keeping fair, consistent performance records
- Exercise: a monitoring plan for your team
Day 2 – Reviews, gaps and corrective action
Preparing for the review
- Gathering evidence and the team member's self-assessment
- Advising the nature, time, date and venue of the review
- Planning the structure and anticipating reactions
Conducting the review interview
- Opening and setting a constructive tone
- Fair, supportive and specific feedback
- Recording positive and negative performance accurately and honestly
- Role-play: a review interview with observer feedback
Closing performance gaps
- Finding the real cause: skill, will, resources or process
- Agreeing an action plan that addresses gaps and builds on strengths
- Documenting the plan and obtaining sign-off from both parties
- Poor performance and fair procedure: the LRA Code of Good Practice, as general guidance and not legal advice
Training and development recommendations
- When training is the right answer and when it is not
- Recommending relevant training and on-the-job development
- Following up on the effect
Monitoring team structure
- Using review results to check workload, roles and skills mix
- Recommending changes to the team structure
- Personal action plan, evaluation and close
How it is delivered
Two days, 08:30-16:00, or split into shorter sessions for in-house groups where operational cover is tight. 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. Workbook, standards and review 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 facilitator who conducted the training was professional and tailored both the schedule and environment to ensure that learners had a safe space to share authentic, real-life experiences”
“The training was well received and we were impressed by the knowledge of the facilitators and the quality of overall training.”
“The training went well, and judging by the feedback from the evaluation forms we received, we were impressed by the knowledge of the facilitator and the quality of training overall.”
Frequently asked questions
Can you run this course at our offices?
Yes. Most groups are trained at the client's premises anywhere in South Africa; we can also host it at a BOTI venue or deliver it live online.
How many people can attend?
From one delegate to groups of about 20. The price per delegate drops as the group grows – see the price table, or ask us for a quote.
Is it accredited?
No – it is a non-accredited short course and delegates receive a BOTI certificate of attendance. If you need a credit-bearing route for supervisors, ask us about the QCTO Occupational Certificate: Office Supervisor.
Can we use our own performance forms?
Yes. Send us your performance agreement and review forms beforehand and the facilitator builds the exercises around them.
How is this different from the Leadership and People Management courses?
Those courses cover leadership and people development as well as performance. This course spends two full days on standards, monitoring and review interviews only, so there is far more practice time on the review itself.
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.
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