Online and face to face training, coaching and events across the UK and Europe
Thrive Training Lab

Performance Management

Manage performance fairly and consistently through clear objectives, constructive feedback and timely conversations, recognising great work and addressing underperformance early.

Leadership asks you to make decisions, support people and deliver results — sometimes all in the same conversation. You may be the person everyone looks to while still working out your own next step. Having developed hundreds of leaders across the UK, US and EMEA, we understand those competing demands. The Lab is space to think clearly, practise honestly and grow the confidence to lead in your own way.

Talk about your team Explore the course
Managers collaborating in a leadership workshop
Thrive Training Lab

Explore. Practise. Make it yours.

Duration

Half day · 3.5 hours per half day

Group size

6–8 delegates

Format

Online or face to face

Price — Face to face

From £1,250

+ VAT

Price — Online

From £999

+ VAT

where understanding becomes useful —

Why this course matters

Performance improves through clear expectations and useful conversations throughout the year.

What you’ll explore in the Lab

Effective performance management is a continuous conversation, not an annual form, yet managers can struggle to maintain clarity and consistency when recognising achievement or addressing concerns. This half-day course helps line managers responsible for objectives and reviews, leaders introducing a new performance process, and managers dealing with underperformance build a practical, fair approach.

Delegates learn to set SMART objectives, review progress through ongoing check-ins, give balanced, specific feedback, and recognise and reward great work. They develop the skills to address underperformance before it escalates, document discussions and follow up fairly, supporting clearer expectations, constructive conversations and more consistent management.

a real challenge. a purposeful response.

The challenges this addresses

  • Performance objectives that are hard to measure meaningfully
  • Inconsistent recognition or delayed responses to underperformance
  • Performance check-ins disconnected from agreed objectives and evidence
  • Feedback focused on shortcomings without recognising effective contributions

What this can change at work

Performance management works through clear expectations and useful conversations, not just review dates. Managers practise writing measurable objectives, recognising contributions and addressing underperformance while there is still room to respond. People can understand what good looks like and where to focus their effort; teams gain a more consistent rhythm of feedback, helping the organisation connect everyday performance discussions with meaningful action rather than administrative completion.

Measurable expectations

Managers agree objectives that make the required outcome and evidence of progress clear before the next performance review takes place.

Useful check-ins

Performance conversations revisit agreed objectives, recognise effective contributions and identify specific adjustments rather than relying on general impressions of effort.

Earlier intervention

Managers discuss emerging underperformance with concrete feedback and clear next steps instead of waiting for a formal review to raise concerns.

Inside the workshop

Working in a small group of 6–8, delegates explore the performance management cycle through facilitated discussion, breakouts and peer-to-peer learning. Practical exercises and live practice focus on writing measurable objectives, conducting effective check-ins and giving feedback that motivates and improves performance. Delegates leave with practised approaches to recognising achievement, addressing underperformance early, and documenting agreed actions for fair, consistent follow-up.

Make Performance Management relevant to your business

Tell us where you want to make progress with setting smart objectives. We can discuss suitable workplace examples, priorities and access needs before agreeing the scope. Choose live online or face-to-face training for your UK or European team, with delivery arrangements agreed before booking.

Discuss this course

What the training covers

The scope below sets out the subjects covered. Workplace examples and practice are shaped around your team within the booked format.

  • Setting SMART objectives
  • Ongoing check-ins and reviews
  • Giving balanced, specific feedback
  • Recognising and rewarding great work
  • Tackling underperformance early
  • Documenting and following up fairly

What’s included in your booking

Your booked time and format
Half day · Live online or face to face, agreed before booking · 6–8 delegates.
Included in every course
  • Interactive, facilitator-led learningLive, hands-on sessions built around practice and participation.
  • Group discussionsShared conversations about real situations, so people learn from each other as well as the facilitator.
  • Breakout exercisesSmall-group practice, role-play and problem-solving, online or in the room.
  • Take-away materialsCourse materials, tools and templates to use back at work.
Facilitated learning and practical application
The subject coverage, exercises and facilitator feedback described above, with space to connect the learning to relevant workplace situations. The workshop description sets out the specific plans, prompts or tools developed in this course.

Follow-up coaching, refresher sessions and additional delivery days are not automatic inclusions; any additions are agreed in your proposal. Travel, venue arrangements and any software licences are confirmed separately where relevant. Prices exclude VAT.

Outcomes

The capabilities delegates work towards through the training and practice:

  • Write clear, measurable objectives
  • Run effective performance check-ins
  • Give feedback that motivates and improves
  • Address underperformance before it escalates

the next conversation is where it counts —

Take it back to work.

Choose a real situation where you want to apply the learning. Use it to turn an outcome into a manageable first step, then reflect on what changes.

Choose

Start with one priority: Write clear, measurable objectives.

Apply

Try the approach in a relevant task or conversation. Note what felt useful and what you would adapt.

Review

Reflect on what happened, seek feedback where appropriate and choose your next step. Follow-up support can be discussed separately.

Bring this topic to your next event

We can discuss adapting Performance Management into a keynote or large-group session, focusing on the themes most relevant to your audience. Depth, activities, timings and any follow-up depend on the format and package you choose; an event session is not a substitute for the full course.

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Your people. Your priorities.Ready to Thrive? Build your Lab.A programme shaped around your people — and the progress you want to make.

your next step starts here —

Ready to step into the lab?

Your business. Our training. Together, we thrive.

Bring the challenge your people want to work on. We'll shape a practical training workshop or coaching experience around it — with room to explore, practise and take a useful next step.

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