Managing Team Performance with confidence

This course provides a practical introduction to managing performance through effective conversations and skills development. Participants learn how to run structured one-to-ones, give actionable feedback, coach employees, and use skills matrices to identify strengths, gaps, and development needs. Through real examples and hands-on practice, managers gain the confidence to address under-performance, support growth, and build a more capable, engaged, and productive team.

Managing Performance with Confidence

Are you a manager responsible for developing people, running one-to-ones, or improving team capability?

• This practical course gives you the tools to:
• Run effective, structured one-to-one conversations
• Give clear feedback that actually drives improvement
• Coach employees to build skills and confidence
• Use skills matrices to identify gaps & plan development
• Address under-performance early — and fairly
• Build a motivated, capable, high-performing team

Perfect for supervisors, team leaders, managers, and anyone who wants to strengthen their people-management skills.

Who Should Attend

This course is ideal for:

• Supervisors, team leaders, and front-line managers
• Department managers and operational leaders
• New or aspiring managers taking on people-management responsibilities
• HR professionals supporting performance, skills, or capability development
• Anyone responsible for conducting one-to-ones, PDRs, or coaching conversations
• Managers seeking to improve team capability, consistency, and accountability
• Organisations wanting to strengthen performance culture and develop skilled, engaged teams

What You Will Learn

By attending this course, participants will be able to:

• Carry out structured, effective one-to-one conversations that build trust and clarity
• Use feedback, coaching, and delegation techniques to improve performance and behaviour
• Apply a consistent 30-minute One-to-One framework to support employee development
• Identify skills gaps using occupational profiles, behaviours, and skills matrices
• Distinguish between training and development when planning performance improvement
• Use the Skills Matrix to assess team capability, plan training needs, and support PDR discussions
• Diagnose under-performance and understand its behavioural or technical causes
• Address performance issues early through clear expectations and consistent follow-up
• Encourage employee ownership of their growth, goals, and career development
• Build a culture of continuous performance improvement across the team