Let’s be realistic. Managers will push back the moment performance management is mentioned. You’ll hear things like “That’s HR’s job” or “I don’t want to deal with that.” .Performance problems are left to fester and that’s when things get messy.
Here’s a familiar scenario:
Sally: I want Garry gone. He’s hopeless.
Jim (HR): Right… have you been having issues for a while?
Sally: Yep. Can’t rely on him.
Jim: Okay, let’s check his last performance review. Hmm… looks like you rated him ‘Exceptional’. 10 out of 10
Sally: Yeah well, But he’s useless now.
Jim: I get it but we can’t just let someone go without a proper process. There are rules we’ve got to follow. Fair Work would eat us alive and its also bad for our image and staff morale. It aint happening the way you want it to hapen
Sound familiar? This is exactly why managers need to know how to manage performance, Managers need to take ownership of it. HR can (and should) support, but it’s not about outsourcing responsibility.
So, how do you actually train your managers to handle performance management confidently?
Here’s some steps
1. Set the record straight early
Start by clearly explaining that performance management is a normal part of a manager’s role, not a scary HR-only thing. If they avoid it, they’re setting themselves (and their team) up for trouble.
2. Show them the full picture
Help them understand the performance cycle setting expectations, checking in regularly, offering feedback, and handling formal reviews. Keep it practical, not theoretical.
3. Make feedback feel doable
A lot of managers avoid giving feedback because they don’t know how to say it. Give them language they can actually use, and real-life examples that don’t sound like corporate waffle.
4. Stress the importance of notes
No one likes paperwork, but a quick record of conversations makes a big difference down the track. Show them how to jot things down in a way that’s useful, not over-the-top.
5. Practise the hard stuff
Give them a chance to try out tricky conversations in a safe space. Preferred Training Networks has an excellent course on crucial conversations Roleplays, scenarios, and “what would you say here?” moments help build confidence.
6. Point them to support — but don’t let them hand it off
Let them know what help is available (like HR guidance or a performance improvement plan template), but be clear that they still lead the process.
7. Keep the conversation going
Follow-up is key. Offer coaching, peer support, or even quick refresher sessions so it doesn’t all get forgotten once the training ends.
Aways keeps in mind that Preferred Training Networks has an excellent course in Reluctant Performance Management
Where to next?
If you’re also focusing on team culture, accountability, or leadership growth, consider adding complementary workshops like:
These programs can help reinforce performance conversations and create a psychologically safe environment for honest dialogue.
FAQs about Training Managers on Performance Management
Q: What’s the biggest mistake organisations make when training managers on performance?
A: Waiting until there’s a serious problem. Performance management should be proactive, not just reactive. Managers should be equipped to guide performance daily, not just during formal reviews.
Q: Should HR run performance management training or bring in a third party?
A: A blend works best. Internal HR knows the culture, but a third-party provider like Preferred Training Networks brings fresh tools, objectivity, and credibility — especially for reluctant managers.
Q: How long should performance management training be?
A: That depends. Some teams benefit from a half-day workshop. For deeper change, full-day or ongoing coaching sessions can make a real difference.
Q: Can you train technical managers with no people skills?
A: Yes — in fact, they’re often the ones who benefit the most. Clear, structured training (especially with roleplays) helps them build confidence without needing to become “touchy-feely”.
