Performance Feedback Manager Training

Confident Conversations to Drive Performance and Potential

Performance feedback is often the biggest challenge managers face. We tell them to “give feedback early and often,” but most hesitate—unsure of what to say, when to say it, or how to avoid defensiveness. This hesitation leads to missed opportunities, unaddressed performance issues, and employees left in the dark.

Our Performance Feedback Manager Training bridges this gap by equipping managers with practical tools, frameworks, and skills to lead meaningful, growth-focused conversations confidently.

Target Audience—
Managers at all experience levels. New managers will gain foundational skills in delivering constructive feedback, while seasoned managers will discover advanced techniques.

What This Program Covers

	Speak Up, See Something, Say Something: In-the-Moment Feedback Avoid letting small issues grow into bigger problems. Learn how to address an issue early with simple, non-confrontational techniques that encourage open dialogue.
	Assess Performance Without Ratings: Analyze Performance to Create Targeted Performance Feedback Messaging The first step to meaningful performance conversations? Understanding where an employee stands today. The Employee Performance Continuum breaks it down: Work Results + Observed Behaviors. Use this visual model to spot strengths, growth opportunities, or areas needing course correction.
	Personalized Impactful Feedback: A Plan for Sharing Impactful Information Regular feedback is key, but knowing where to start can be tricky. Enter the Performance Content Planner—a tool to zero in on each team member's strengths, contributions, and growth areas. Say goodbye to generic comments and guesswork! With this, you’ll deliver feedback that’s personal, motivating, and truly impactful.
	A Simple Formula for Positive Feedback: Personalized and Impactful Specific, genuine appreciation boosts confidence and performance. Learn a three-step formula to share impactful feedback that highlights strengths and reinforces positive contributions.
	Resolving Performance Issues: A Fair, Structured Approach Apply the Root Cause Analysis steps to accurately clarify and understand off-target performance—whether related to work results, behavior, or both—by focusing on facts, uncovering patterns, and eliminating bias or assumptions.
	Know Exactly What to Say: Be direct without triggering defensive reactions Use the Turnaround Method to translate performance gaps into actionable, forward-focused expectations. Once the performance issue is clarified, craft actionable, forward-focused feedback using non-confrontational language that resonates. Avoid criticism by focusing on what the employee can do moving forward.
	10-Minute Questions Conversation: Conversations that go beyond tasks and projects Bring it all together with this collaborative, two-way framework, ensuring that managers and employees align on strengths, growth opportunities, and actionable next steps.

Participation in this program will empower your managers to:

⇒Craft Personalized Feedback:

Have the tools and confidence to create individualized feedback for each team member, recognizing their unique strengths, contributions, and areas for growth or improvement.

⇒Master Impactful Wording:

Develop the skill to choose wording that makes a positive impact, ensuring it is both sayable and hearable, fostering acceptance and understanding by the recipient.

⇒Highlight Value and Positive Impact:

Support team members in recognizing the value of their work and the positive impact they bring to the team, creating a culture of appreciation and acknowledgment.

⇒Address Performance Issues in Real Time:

Enable managers to address issues at the moment, providing timely feedback that helps employees course-correct and improve performance on an ongoing basis.

⇒Manage Long-Term & Complex Performance Issues:

Equip managers to handle longer-term performance issues that have developed into patterns, facilitating constructive conversations focusing on future expectations rather than dwelling on the past.

⇒Minimize Defensive Reactions:

Learn the brain-based trick for choosing wording that reduces defensive reactions, especially for problematic behavior, ensuring that feedback is received with openness and a constructive mindset.

⇒Implement a Quick & Flexible Check-In Process:

Empower your team with the 10-Minute Questions Conversation, fostering two-way communication, positive feedback, and growth suggestions while establishing a flexible check-in process for regular and meaningful feedback.

Program Benefits and Takeaways

Immediately Applicable: There is no theory here—managers will leave with strategies they can use the next day through our Learn, Try, and Apply facilitation method.
Fresh Perspective: Gain a new approach to addressing performance problems while avoiding common feedback pitfalls.
Diagnose and Resolve Any Issue: Handle minor concerns to complex challenges.
Tailored Feedback for Maximum Impact: Deliver personalized feedback that inspires growth and real improvement.
Communicate Without Triggering Defensiveness: Learn how to craft clear, supportive feedback that avoids tension and encourages action.

Do you have a question or are Interested in Learning More?

We're here to make it easy for you.

Our 30-minute consultation calls aren’t sales-focused—they’re your opportunity to ask questions, share information, and explore your needs. We’ll guide the conversation based on your preferences. Click the button below to ask a question or schedule time to connect:

Our Ratingless Performance Management Approach

USING THE EMPLOYEE PERFORMANCE CONTINUUM, VISUALIZE PERFORMANCE AS A COMBINATION OF WORK RESULTS + OBSERVED BEHAVIORS/ACTIONS

The Continuum is the starting point for planning performance boosting conversations

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