Nobody looks forward to a performance review that feels like a box-ticking exercise, and most managers dread giving negative feedback almost as much as employees dread receiving it. Yet handled well, day-to-day performance management is one of the most powerful tools a manager has for building engaged, motivated teams.

This course from the Arab British Fellowship Training Academy looks closely at how coaching and structured feedback support performance management on a daily basis. Participants learn to plan and run assessments that actually help people grow, set clear goals, give both positive and negative feedback without damaging the relationship, and follow up properly after every review.

Who Should Attend?

• Line managers responsible for staff performance and conduct.
• HR directors and personnel department managers.
• Chief executives, chairmen, and department heads.
• Senior HR leaders, consultants, and executives building their talent management skills.

Knowledge and Benefits

By the end of the course, participants will be able to:

• Understand what day-to-day performance management is really trying to achieve, and how it builds engagement and motivation.
• Use coaching approaches to develop people and work through problems.
• Give both positive and negative feedback while keeping working relationships intact.
• Prepare for and conduct evaluation interviews with confidence, and follow up properly afterward.
• Set clear expectations and goals, and evaluate performance against them fairly.

Module 1: Why Performance Conversations Feel So Hard

• Why performance conversations make both managers and employees uncomfortable.
• Reading the pressure in a situation and choosing your approach deliberately.
• Handling difficult situations without letting them derail the relationship.

Module 2: What Performance Management Is Actually For

• What performance management is trying to achieve, beyond ticking a box.
• The principles behind an effective performance management process.
• How day-to-day performance management builds teams, engagement, and motivation.

Module 3: Coaching as a Day-to-Day Tool

• How to use a coaching model to develop people.
• Putting coaching into practice through real scenarios.
• Communicating clearly throughout the coaching process.

Module 4: Giving Feedback That Actually Helps

• Delivering effective feedback, both positive and negative.
• Recognising success in a way that reinforces it.
• Keeping working relationships positive even when the feedback is hard to hear.

Module 5: Getting to the Root of a Performance Gap

• Understanding the reasons behind human performance gaps.
• Analyzing the current situation before jumping to conclusions.
• Weighing up legal and ethical risk when addressing performance issues.

Module 6: Planning the Fix

• Building remedial plans for performance problems.
• Choosing and applying techniques for improving human performance.
• Creating a performance improvement plan that people can actually follow.

Module 7: Running the Evaluation Interview

• Preparing properly for the assessment process.
• Conducting evaluation interviews effectively.
• Following up on reviews so they lead to real change.

Module 8: Training's Role in Closing Performance Gaps

• The meaning and importance of training in the bigger performance picture.
• The relationship between training and employee performance.
• Setting guidelines for evaluating employee performance going forward.