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Performance Management Skills Training

A company is only as good as the talent behind it. Performance management training is extremely important, as the act of consistently and accurately evaluating employee performance is essential to both individual success and the overall success of an organization.

Performance Management is a process for establishing a shared workforce understanding about what needs to be achieved. It’s about aligning the organizational objectives with the employees' skills, competency requirements, development plans and the delivery of results.

HRDQ offers excellent performance management training courses and materials to help improve retention, boost morale, and inspire employees to perform.

Performance Management Training Courses and Materials

Remarkable Performance Development is a comprehensive training tool to help individuals modify or enhance the current performance management process in their organization, allowing leaders to make significant and important change within the confines of existing systems.


What's My Time Style This self-assessment measures an individual's preference for one or more basic time management styles. Participants learn how to make their style work to their advantage and better understand how to work with others who manage their time differently.

  • What's My Time Style - HRDQ
    from $4.99

    Identify your time management style Part of HRDQ's best-selling Style Suite, What's My Time Style is a quick and easy-to-use time management style assessment for...

    from $4.99
  • Participative Management Profile - HRDQ
    from $9.99

    Optimizing Your Decision-Making When leaders face situations where they need to make critical decisions, they typically tend to search for the best ways to carry...

    from $9.99
  • Facilitator's Toolkit - HRDQ

    If you were asked to facilitate a training session, but you have no idea where to start, reach for the Facilitator's Toolkit. This collection compiles over 40...

  • Remarkable Performance Development - HRDQ
    from $112.99

    If your organization has pain points around performance management but you aren’t able to change systems or software, Remarkable Performance Development will allow you to...

    from $112.99
  • Maestro: The Team Performance Game - HRDQ
    from $75.99

    Team training is an integral part of the modern working world - Not to mention a critical component for every organization's success. Infuse fun into...

    from $75.99
  • Kirkpatrick Express Evaluation Toolkit - HRDQ
    from Original Price $100.00
    Current Price $99.99

    Designed by evaluation expert Donald Kirkpatrick, the Kirkpatrick Express Evaluation Toolkit provides the resources you need to evaluate training outcomes, analyze, and communicate your results,...

    from Original Price $100.00
    Current Price $99.99
  • Time Management Customizable Course - HRDQ
    from $599.00

    A Practical Guide to Balancing Your Time and Bettering Your Life Different workers have different organizational and time management practices – but one that is...

    from $599.00
  • Learning to Manage Customizable Course - HRDQ
    from $599.00

    Techniques and Tools for the New Manager Often, managers have all of the strengths they need to succeed in the job – except the ability...

    from $599.00
  • Balancing Priorities for tasks and expectations Customizable Course - HRDQ
    from $599.00

    How to Successfully Manage Tasks, Deadlines, and Expectations Multi-tasking has become a part of our work culture. According to Inc. Magazine, most of us spend...

    from $599.00
  • Ongoing Performance Development Customizable Course - HRDQ
    from $599.00

    A Systematic Approach to Maximize Employee Productivity and Efficiency Ongoing performance development involves establishing a systematic process that managers can use to support employees. This...

    from $599.00
  • Onboarding Customizable Course - HRDQ
    from $599.00

    How to Successfully Integrate New Employees Introductions to company processes and policies are necessary when bringing in a new hire, but it's also just as...

    from $599.00
  • Super Manager Customizable Course - HRDQ
    from $599.00

    Be the Boss Everyone Wants to Work For As a manager, overseeing employee performance is an essential part of the job. But it's more than...

    from $599.00
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What Is Performance Management Training?

Performance management training is a company initiative, implying training of an employee by an employer, specifically their manager, to enhance performance in the workplace. Among the main goals of this training are short-term performance improvement and career advancement.

Why Is Performance Management Training for managers Important? 

Training, performance evaluation, and the effect an employee has on the business are all clearly related. Employees receive training that outlines how to carry out their job responsibilities and activities and, most importantly, what their superiors are looking for. 

Training with a performance management perspective has a number of advantages, including decreased employee turnover, more staff productivity, greater customer satisfaction, and higher profitability.

Who Can Benefit From Participating in Performance Management Training?

The CEOs, the leadership team/senior management, who serve as role models for the company and demonstrate their dedication to the process, as well as all senior managers, middle managers, and first-line supervisors who regularly monitor performance, may all benefit from the training.

The positions that typically involve performance management are human resources or managers. They interact with a variety of individuals in various occupations and learn how to enhance their productivity. If you work in human resources, you will utilize your interviewing and hiring abilities to implement performance management and determine whether the candidate is a good match for the position. Performance management is a tool you should use every day as a manager to assess and collaborate with your staff.

When a company creates and puts into place a performance management system, managers receive additional duties, like creating relevant performance goals, carrying out efficient performance assessments to determine performance-based merit, educating staff on pay-for-performance ideas, controlling performance, etc. So they should be well-prepared.

Improving Performance Management

Performance management is one of the most criticized and maligned processes in organizations today, due to broken processes. It’s difficult to fix, but there are two philosophies that can help:

  • Changing the mindset and purpose. Performance management isn’t about reviewing, assessing, evaluating, or managing people—but developing them.
  • Changing the time horizon. Performance management can’t just be about what has already happened, because that cannot change. It must also be about the future.

These philosophies aren’t about forms or systems. Significant and important change can be made within the confines of the existing organizational systems.

The Five Key Conversations of Performance Management

Leaders should be familiar with the five key conversations they are likely to have with their reports. If they can navigate these conversations, they are more likely to manage their employees’ performance well.

  • Conversation #1: Orienting to New Work. Orientation conversations should familiarize new employees with the information they need to succeed in their jobs. Managers help jump start work by introducing employees to goals, people, processes, and resources that support them in becoming independent and productive contributors to their teams.
  • Conversation #2: Establishing Direction. Direction-setting conversations set the context for work. The manager should let employees know what results are expected from them, how those results link to other department results, and how they support the larger organization’s strategies. Effective conversations focus on outcomes and results rather than tasks and activities.
  • Conversation #3: Coaching for Results. Managers should use coaching conversations to help guide employees toward self-directed performance. They can enable performance by giving meaningful recognition and making suggestions for course correction. This guidance can take the form of helpful suggestions before an employee begins work and feedback after observing performance.
  • Conversation #4: Reviewing Performance. Performance reviews focus on assessing performance against agreed upon results. During these conversations, managers need to convey an overall picture of performance based on objective data. The manager should express appreciation for the employee’s good work and clarify any areas that need improvement.
  • Conversation #5: Developing Others. Developmental conversations focus on building performance to exceed expectations and to develop new skill sets. The purpose is to help employees grow their skills or advance. Developing others also includes giving them greater visibility to key decision makers in the organization.

For more great advice and activities to help improve performance management in your organization, explore the performance management training for managers available at HRDQ!

Frequently Asked Questions
What is the purpose of performance management training?

Performance management training aims to enhance employee performance in the workplace, leading to short-term performance improvement and career advancement.

Why is performance management training important for managers?

Performance management training helps managers understand how to effectively carry out performance evaluations and guide employees towards meeting expectations. It can result in decreased turnover, increased productivity, improved customer satisfaction, and higher profitability.

Who can benefit from participating in performance management training?

CEOs, senior management, senior managers, middle managers, and first-line supervisors who are responsible for monitoring performance can all benefit from performance management training. Human resources professionals and managers who interact with employees in various roles can also benefit from learning how to enhance productivity and implement performance management practices.

How can performance management be improved?

Performance management can be improved by shifting the mindset and purpose to focus on developing employees rather than simply evaluating them. Additionally, a change in the time horizon, considering both past performance and future development, can enhance the effectiveness of performance management.