Performance Management Courses: Goals, Evaluation and Growth
Performance management training to develop effective evaluation systems, define SMART objectives, manage performance reviews and create accountability culture. Learn OKR, KPI, continuous feedback and conversation frameworks to guide teams towards excellence.
What you'll learn in Performance Management courses
Effective performance management goes beyond annual review: requires SMART goal definition aligned with strategy, continuous feedback, regular development conversations, meaningful metrics and accountability culture. Deloitte shows that companies with continuous performance management have 30% higher productivity. Our paths cover goal setting, OKR, KPI, performance review, continuous feedback, calibration, performance improvement plan, 360° evaluation.
You'll learn to define SMART objectives and stretch goals that inspire superior performance, implement OKR (Objectives and Key Results) for strategic alignment and focus, design meaningful KPI that measure what really matters (leading vs lagging indicators), conduct effective performance reviews that combine evaluation and development, provide continuous feedback instead of just annual (weekly/monthly check-in model), manage difficult conversations on inadequate performance with empathy and clarity, use calibration to ensure fairness of evaluations across teams, develop structured Performance Improvement Plans (PIP) to recover performance. Focus on continuous performance management vs annual review: shift from retrospective judgment to prospective coaching.
Who this training path is for
- Managers and team leaders: manage performance evaluations and guide continuous improvement
- HR and people operations: design and implement effective performance management systems
- Executives and C-level: connect company strategy to individual goals with OKR/KPI
- Project managers: monitor project and team performance on key deliverables
- Organizational development managers: create accountability and performance culture
Benefits of Performance Management training
Clear goals and strategic alignment
Effective goal setting with OKR/SMART ensures every collaborator understands priorities and contribution to company strategy.
Measurable superior performance
Well-defined KPI and continuous feedback increase productivity by 30% and enable timely interventions on performance gaps.
Accountability and growth culture
Transparent performance management systems create accountability, evaluation fairness and continuous development opportunities.
How to choose the right format for your team
Each format is designed to adapt to different performance management implementation needs and business contexts.
In-person course → ideal for:
- HR who need to redesign entire company performance management system
- Managers who need intensive role-plays on difficult performance reviews
- Leadership teams for alignment on new OKR frameworks and calibration process
- Practical workshops designing custom KPI for specific sector/function
Online course → ideal for:
- SMART goal setting fundamentals and feedback techniques accessible to all managers
- Preparation for annual performance reviews with templates and on-demand best practices
- Deep dive into OKR, balanced scorecard, competency evaluation methodologies
- Scalable training for hundreds of geographically dispersed managers
Blended course → ideal for:
- Performance management theory online + in-person workshop to co-design custom system
- E-learning on OKR/KPI + 1-to-1 coaching for implementation in your team
- Asynchronous modules on feedback/goal setting + in-person simulation of difficult conversations
- Performance management certifications: self-paced theory + practical assessment
Frequently asked questions about Performance Management
What's the difference between OKR and KPI?
OKR set change‑driving goals: one qualitative Objective plus a few quantitative Key Results, usually quarterly, great for alignment and innovation. KPI are ongoing operational metrics monitoring business health (sales, costs, quality) with full targets. They’re complementary: OKR for stretch and focus, KPI to sustain operational excellence.
How to conduct effective performance reviews without demotivating?
An effective review blends clear evaluation and development. Prepare objective evidence, start from self‑assessment, recognize wins, discuss gaps with facts, then co‑create a plan with goals and check‑ins. Golden rule: no surprises—feedback happens all year.
What are SMART objectives and how to define them?
SMART means goals that are Specific, Measurable, Achievable, Relevant and Time‑bound. Example: instead of “improve satisfaction,” “increase NPS from 45 to 60 by Q3 by introducing a new onboarding.” SMART avoids vague goals and clarifies how success is measured.
How to manage collaborator with inadequate performance?
First diagnose the cause (capability, motivation, context). Have a direct talk with clear expectations and set a light PIP with support, deadlines and checkpoints. Monitor often: if progress happens, recognize it; if not, consider reassignment or exit, and document everything.
What is calibration and why is it important?
Calibration aligns ratings across teams for fairness and consistency. Managers compare borderline cases, criteria and distributions, reducing bias and favoritism. It works only with objective evidence and shared standards.
Is continuous performance management better than annual review?
Continuous performance management (frequent check‑ins, ongoing feedback, adaptable goals) lowers anxiety and speeds improvement versus a single annual review. It needs manager discipline and a feedback culture; a strong hybrid is common: regular check‑ins plus an annual review for pay and promotions.