Feedback & Performance Growth
Performance Management for Leaders
Treat performance management as an ongoing practice of setting goals, giving feedback, and holding regular discussions.
Standard version
Showing the standard description, objectives, and outcomes. Switch to Federal for the version tailored to federal agencies.
Performance management is more than an annual review. It is an ongoing leadership practice that drives clarity, accountability, and employee growth. This course equips leaders with practical tools to set expectations, establish meaningful goals, provide effective feedback, and navigate challenging performance conversations. Participants will learn how to create a culture where performance discussions build trust, engagement, and results.
What you'll learn
- Explain the purpose and key components of effective performance management.
- Set clear expectations and develop goals that drive performance and accountability.
- Deliver constructive feedback and conduct productive performance discussions.
- Address performance challenges through coaching, accountability, and difficult
- Apply practical strategies to support employee growth and sustained performance.
What you'll be able to do
- Align employee performance with organizational goals and expectations.
- Use feedback and coaching techniques to improve performance and engagement.
- Conduct performance discussions with greater confidence and clarity.
- Foster accountability while maintaining trust and respect.
- Support continuous improvement through ongoing communication and development.
Performance management in federal agencies is an ongoing leadership practice, not just an annual rating. This course equips supervisors and managers to set expectations aligned with performance plans, provide effective feedback, and support employee growth. It supports OPM's emphasis on performance management and the accountability competency within the Leading People Executive Core Qualification.
What you'll learn
- Explain the purpose and key components of federal performance management.
- Set clear expectations and goals aligned with performance plans.
- Deliver constructive feedback and conduct productive performance discussions.
- Recognize when to involve HR in addressing performance issues.
- Develop a year-round performance management routine.
What you'll be able to do
- Write clear, measurable performance expectations.
- Provide feedback throughout the rating cycle.
- Conduct fair, well-documented performance discussions.
- Address poor performance promptly and appropriately.
- Recognize and reward strong performance.