Academy · Module 5 · Free
Performance Management Training
Performance management isn’t the annual review, it’s every decision about who to grow, reward, or let go. This module brings goals, feedback and development together so you can lead the review process, say the right things in the room, and make confident, fair people decisions.
- Free, forever
- 7 lessons
- ≈ 60 min
- Beginner to Intermediate
Implementation focus
- 7
- Lessons
- 15
- Videos
- 7
- Knowledge checks
- 20
- Questions
- 1
- Assignment
Why this module
Treating performance as a yearly ritual fails your team
Treating performance management as a once-a-year HR ritual fails teams and leads to unfair decisions. Too often managers promote on “just performance,” avoid the real conversations, and can’t show their promotions were fact-based.
Done right, performance management builds stronger teams and clearer accountability. This module helps you identify your top performers, run reviews that drive real decisions, and, when it’s necessary, let people go the right way.
The curriculum
Inside module 5
The performance management reality check
- Why annual-only reviews fail
- What performance management really means for you
Tools, timing, roles and your performance calendar
- Setting up a year-round performance rhythm
- Clarifying manager vs. HR roles
What gets measured: KPIs and competencies
- Balancing metrics with behaviours
- How to ensure fair evaluations
Conducting effective performance reviews
- What to say, and what to avoid
- Structuring fair, productive review meetings
Managing high performers
- Recognising and rewarding impact
- Avoiding one-size-fits-all development
Managing poor performance
- Distinguishing skill gaps from behaviour issues
- Coaching, escalation or exit: choosing the right path
Performance decisions
- Who to grow, who to reward, and who to let go
- Making fact-based, confident people decisions
What you’ll cover
From annual ritual to real people decisions
Five practical foundations, each one you can put to work with your team the same week.
How to build a year-round performance management system
Treating annual reviews as isolated HR events undermines development and leads to unfair calls. You’ll set up a continuous performance rhythm that tracks both metrics and competency growth, clarify manager vs. HR duties, and schedule the conversations so they actually happen.
How to balance KPIs and competencies in reviews
Scoring only the numbers, or only the behaviours, gives you half a picture. You’ll combine metrics with behavioural observation so each evaluation captures current results and future capability, weighted appropriately for the role.
How to conduct reviews that drive decisions
Most review meetings turn into awkward, low-value exchanges. You’ll learn what to say (and what to avoid) in a formal review, how to run a meeting that energises rather than deflates, and how to document it so the decision holds up.
How to manage high performers without losing them
Your top people need a different approach. You’ll learn how to recognise and reward real impact, avoid one-size-fits-all development, and keep your best performers engaged and retained.
How to address poor performance before it becomes terminal
Underperformance rarely fixes itself, and most managers wait too long. You’ll separate skill gaps from behaviour issues, know when to coach vs. escalate, and choose between development, reassignment and exit on the evidence.
Signature tools
What you walk away with
Performance decisions, on a factual basis
Consolidate performance management on facts. Use data, feedback and competencies so your decisions are fair, consistent and transparent, not based on gut feel or office politics.
The “Monday Morning Test”
Put it to work: make clear people decisions, who to promote, who to develop, and when it’s time to let go. Run the process and your yearly appraisals with enough discipline that your team trusts it.
Performance management isn’t about filling forms or ticking boxes. It’s about making the tough calls: who to grow, who to reward, and when it’s time to let someone go.Simon Carvi
From managers who took it
Applied the same week
“The biggest takeaway was how to manage team interactions and build real individual development plans. Simon explains everything with clear examples and practical strategies you can use in real situations.”
“A clear process for developing my team members. I was struck by how practical and useful the content was, and I now have real confidence applying these management frameworks in my daily work.”
“Exactly what I needed for managing a team. Instead of vague theory, I learned how to set clear goals, give direct feedback and coach with confidence, the kind of thing you can apply right away.”
FAQ
Questions
Do I need to be managing a team already?
No. It’s built for both new and practising managers. You’ll get the most from it if you have a team to evaluate, or are about to.
How long does the module take?
Around 60 minutes, plus the templates. It’s self-paced, so you can do it in one sitting or a few short ones.
Is it really free?
Yes. Every module in the Academy is free, forever. You only pay when you want your co-pilot to help you apply it with your team week to week, or to add a coaching session with a Monday Simon coach.
What will I be able to do by the end?
Run a year-round performance system, conduct reviews that drive decisions, manage high and poor performers, and make fair, fact-based calls on who to grow, reward or let go.
Learn the framework here. When you have to use it on someone real, you can work that situation through with a coach.
See 1:1 coachingStart Performance Management free
Every module in the Academy is free, forever. Learn it, then apply it with your team using the co-pilot.
The Academy is free, forever.