Feedback & Performance Growth
Managing & Handling Poor Performance
Diagnose performance problems, hold fair corrective conversations, and document expectations and progress clearly.
Standard version
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Addressing poor performance is one of the most challenging yet critical responsibilities of leadership. Effective performance management requires fairness, clarity, and consistency. This course equips leaders with the skills to diagnose performance issues, hold constructive conversations, and implement corrective measures that encourage accountability and improvement. Emphasis is placed on communication, follow-through, and the balance between empathy and expectation.
What you'll learn
- Define what constitutes poor performance and its organizational impact.
- Recognize the root causes of performance challenges.
- Apply structured approaches for addressing performance concerns effectively.
- Develop communication strategies for difficult yet productive discussions.
- Implement performance improvement methods that reinforce accountability and fairness.
What you'll be able to do
- Identify performance gaps accurately and objectively.
- Engage in performance discussions with confidence and professionalism.
- Document expectations and progress clearly and consistently.
- Coach employees toward improved results and sustained performance.
- Model leadership behaviors that build accountability and trust.
Addressing poor performance is one of the most challenging responsibilities for federal supervisors, and one of the most important. This course equips supervisors to diagnose performance issues, hold constructive conversations, document expectations and progress, and partner with HR on next steps. It supports the federal emphasis on identifying and addressing poor performance as a core supervisory skill.
What you'll learn
- Define poor performance and its impact on the team and mission.
- Recognize the root causes of performance challenges.
- Apply structured approaches for addressing performance concerns fairly and consistently.
- Document expectations, feedback, and progress clearly.
- Identify when and how to involve HR in addressing performance issues.
What you'll be able to do
- Identify performance gaps accurately and objectively.
- Hold performance conversations with confidence and professionalism.
- Document performance issues appropriately.
- Coach employees toward improved results.
- Partner effectively with HR when performance does not improve.