Managing performance at work is one of those things that can make even the most confident managers feel a bit wobbly. But what if the secret to great results is less about ticking boxes and more about building real conversations, trust and growth? Whether you are new to people management or looking to up your game, these down-to-earth tips will help you take the dread out of performance management and bring out the best in your team.
Why Performance Management Matters
Performance management is not just about the annual review or chasing targets. It is about setting clear expectations, providing ongoing feedback and creating a culture where people feel valued and motivated to do their best. When done right, it boosts productivity, morale and even your own confidence as a manager.
Start with Clear Expectations
If people do not know what is expected, it is impossible for them to hit the mark. Setting clear, understandable goals from the start gives your team a solid foundation. Use plain language, agree on what success looks like and check that everyone is on the same page. For example, instead of saying improve customer satisfaction, try let us aim for 95 percent positive feedback on customer surveys by the end of the quarter. This way, everyone knows what they are working towards.
Make Feedback a Two-Way Street
Feedback is not just a one-off event. The best managers make it part of everyday work life. Regular, informal feedback helps people stay on track and feel supported. But remember, feedback is a two-way street. Ask for your team’s thoughts on how things are going and what support they need. This shows you value their opinions and are there to help, not just to judge.
Try using the SBI (Situation, Behaviour, Impact) model for feedback. For example: In yesterday’s call (Situation), you handled that upset customer calmly and professionally (Behaviour), which helped turn things around quickly (Impact). It is simple, specific and makes feedback easy to understand.
Keep Conversations Positive and Action-Oriented
Performance conversations can be nerve-wracking, but they should not feel like a trip to the headteacher’s office. Make them positive and focused on growth. Highlight strengths before discussing areas for improvement. Instead of dwelling on mistakes, talk about what can be done differently next time. Ask questions like, What would help you achieve this? or How can I support you?
Encouraging your team to come up with solutions builds confidence and ownership. If something has gone off track, work together to create an action plan, with small, achievable steps. Celebrate progress along the way, not just at the end.
Document Progress Without the Paperwork Headache
No one loves endless paperwork, but a few quick notes can make all the difference. Keep a simple record of key points from one-to-ones, feedback and agreed action steps. This helps you spot patterns, track progress and makes formal reviews much easier (and less stressful) for everyone. Use whatever works for you – a shared document, a notebook, or even a quick email summary after a chat. The key is to make it part of your routine, not an extra chore.
Deal with Issues Early and Fairly
It is tempting to hope small issues will sort themselves out, but they rarely do. Address concerns quickly and fairly, before they grow into bigger problems. Use open, non-judgemental language and focus on facts, not assumptions. For example, I have noticed you have been late a few times this month. Is there anything going on that I can help with? This approach shows you care and want to support, rather than blame.
Celebrate Wins, Big and Small
Recognition is a powerful motivator. Celebrate achievements, whether it is smashing a big target or simply seeing someone step up and try something new. A quick thank you, shout-out in a team meeting, or a written note can go a long way. Make recognition part of your regular routine to keep spirits high and motivation strong.
Bring Performance Management to Life
Managing performance is not about being perfect, it is about being present, supportive and ready to help your team grow. With a bit of practice, a lot of listening and a good sense of humour, you will find it becomes second nature.
Ready to take your people management skills to the next level? Our Managing Performance Training Course is packed with fun, practical tools and real-world examples to help you build confidence and get the best from your team. Find out more and book your place here – your future high-performing team will thank you!
