In times of economic uncertainty, it’s more important than ever for businesses to get the best out of their staff. Understanding staff motivation and developing an effective appraisal system can help you do just that.

Managers need to consistently define and deliver performance and result in their line function.

Performance management is a powerful tool that can raise the performance of individuals and the organization as a whole. However, success or failure depends on the line managers. If they recognize the value of performance management in enabling them manage their staff well and meet their targets and objectives, then increased productivity is guaranteed.

It is an essential tool in the management of organizational culture. It distinguishes a good company from a great company. For this reason, organizations must ensure line managers have tools, skills and understanding to manage performance effectively.

Performance management is defined as a process by which managers and employees work together to plan, monitor and review an employee’s work objectives and overall contribution to the organization.

However, performance management is no longer just seen as a way of determining pay, or whether or not a set of objectives has been achieved. Employers today use it to address a much wider range of issues, such as staff development and change management, aligning it more closely with broader business objectives. However, at its most simple, performance management is a means of ensuring that people understand the part they play in an organization, what is expected of them and how they can achieve this. Key to good performance management are effective communication and good working relationships.

Line managers play a particularly important role in performance management. Research has shown that the key relationship in the workplace is between an individual employee and their immediate line manager, and that it is the line manager who has the greatest impact on the motivation and performance of employees


This training course will bring consistency in applying performance management within the business, helping managers and team leaders recognize their role and contribution to effectively manage performance and conduct at work.

By the end of this course you will be able to:

  • Understand the link between effective performance management and business results.
  • Monitor and measure performance against agreed goals.
  • Run regular appraisal meetings to encourage staff to reach agreed goals and pick up any development opportunities. 
  • Confidently deal with difficult performance issues positively for all involved. 
  • Recognise when to give formal and informal motivational feedback.



The Value of Performance Management

  • Defining performance management – what it is and why it matters
  • The benefits of effective performance management
  • Core elements, principles and benefits of an effective performance management framework
  • Looking at common reasons for under-performing
  • Exploring your role as a performance manager and coach – how to get the best from others
  • Setting clear expectations, SMART and behavioral objectives

Managing and Motivating for Individual Performance

  • The link between motivation and performance including practical approaches for managing differing performance levels
  • Identifying your personal leadership and coaching style
  • Changing your personal leadership style to get the most from the individual performer
  • Improving and developing performance
  • What to do when the performance plan doesn’t work
  • Creating and implementing opportunities for learning based on personal styles
  • Praising and celebrating good performance
  • The performance coach – spotting opportunities and keeping it informal and positive
  • Celebrating success
  • Monitoring and evaluating performance (gathering performance data and evidence)
  • Providing clear and motivational feedback on a regular basis to improve individuals’ daily performance
  • Encouraging self-appraisal and review

Managing Under-Performers

  • Identifying what constitutes poor performance
  • Handling difficult people in a fair and confident manner – encouraging them to find solutions and take ownership
  • Understand disciplinary and grievance procedures
  • Understand your role in grievance and disciplinary situations

Personal Development

  • Formulating an action plan


  • Formal lectures
  • Case studies
  • Group exercises
  • Experience sharing
  • Role Playing



  • Achievement of organizational goals
  • Employee retention and loyalty
  • Improved productivity
  • Overcoming communication barriers
  • Adequate accountability
  • Cost advantages




Suitable for line managers who have performance coach responsibilities (evaluating and managing others’ work) and need to help people achieve their potential.



The price to the training intervention for a period of three (3) days is Eighty-five thousand naira (#85,000) per participants. Under the following assumptions


    • CERTIFICATION EDGE will not be responsible for the training venue and feeding of participants.
    • The class will contain a minimum of 20 participants.
    • Cost does not include VAT