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  • Does your feedback help people change?
    Does your feedback help people change?
  • Do you frequently get into arguments?
    Do you frequently get into arguments?
  • Are you getting the best out of your people?
    Are you getting the best out of your people?
  • Are your conversations achieving what you want?
    Are your conversations achieving what you want?
  • Can you allow discussion and still keep control?
    Can you allow discussion and still keep control?
  • How are you coming across to your boss?
    How are you coming across to your boss?

Might your need to be more successful
at performance management and appraisal
be met by this London UK based training course
called Skills with People

Yes it might if you agree with the following statements 

  • When I'm responsible for performance management I wish people were more receptive to having their performance honestly appraised.
  • I often feel uncomfortable criticising people's performance for fear of demotivatng them.
  • I'm uncomfortable praising people for fear of patronising them during an appraisal.
  • I wish I knew how to give balanced, honest, matter-of-fact praise and criticism in such a way that I get the best out of people during an appraisal.

What you'll take away from this performance management and appraisal training course

This course will help you lose your fear of performance management and appraisals. It'll give you confidence in your appraisal skills. People will benefit enormously from both your praise and your criticism. You'll become much more successful at developing people.

Free exploratory coaching session

INTERESTED?

If so, you can have a FREE exploratory coaching session. It'll give you a foretaste of what you can get from the course. You make no commitment to proceed beyond this until you're sure this training is relevant to your own particular need.

How to accept this offer

Simply contact us for a preliminary chat and to arrange your free exploratory coaching session. 

What this session will do for you

In this session we'll aim to give you something practical you can use right away that'll help you handle a difficult situation more successfully at work. All you need do to prepare for this session is think about the kinds of situations you want to be able to handle more successfully.

FAQs

You'll find answers to many of your questions about the content and method of this course under FAQs (in the main menu above).

How the skills you'll practise on this course
will make you more successful at
performance management and appraisal

What's difficult about performance management and appraisal?

The biggest obstacle to success in performance management and appraisal is that most of us react defensively to criticism. This reaction is a normal part of human nature. People tend to see criticism as a personal attack even when it isn't. And the trouble is, once you've put someone on the defensive it's hard to get the best out of them. 

Can this obstacle be avoided? Is there a way of appraising people and managing their performance which we can be confident they'll experience and react to positively? The answer is a definite yes ... if you're prepared to use the skills and understanding this course about performance management can give you.

What do you need to understand about performance management and appraisals? 

You need to understand that people's ability to react rationally to what you say depends on how they feel. The heart rules the head. It's a biological fact. There's no way round it. If as a result of something you say people feel disapproved of, it'll be very hard for them to be anything other than defensive. On the other hand, if you can make them feel genuinely approved of they'll be much more receptive to what you say. 

Some people call this emotional intelligence. It's the art of understanding and handling your own and other people's feelings. You'll greatly increase your emotional intelligence on this performance management and appraisal training course.

What skills do you need to be successful at performance management and appraisals?

First, the more specific and factual your feedback the more effective it will be during an appraisal. This applies as much to praise as to criticism. There's no need to make vague generalisations if you stick to the facts about what the person said or did, what were its specific consequences, and why you're encouraging them either to carry on doing it (as when you're praising) or to do something different (as when you're criticising).  

Second, you need to develop the art of praising. If your praise is specific enough and genuine enough it will make them feel approved of. When they feel approved of they're much more likely to trust you and be receptive to what you say. To praise successfully requires patience and a generous attitude. Even though there may be criticism to follow, it works better if you hold back on the criticism until you've told them what you specifically like about their performance.

Third, you need to develop the skill of silence. It takes time for people to absorb your praise and respond to it. They might be surprised to hear it. They might want to thank you for it, or ask you to say more about it. Slowing down and having silent pauses can greatly improve your success in this kind of performance management and appraisal conversation.

Fourth, your criticism needs to be as clear, factual and succinct as your praise. This means being open and honest about specifically what you don't like about their performance. If your praise has succeeded in making them feel approved of, you can be as tough as you need with your criticism and they won't take it as a personal attack. 

In a nutshell, what you'll learn on this performance management and appraisal training course is how to combine honest, straight, tough talk with respect and kindness.

I'm not used to this way of talking. How am I going to change the habits of a lifetime?

The answer is by lots of practice, seeing videos of yourself in action, lots of specific feedback about how you're coming across to others, and lots of skilful coaching and encouragement. That's what you'll get on this performance management and appraisal training course.

Is there more information on this website
relevant to performance management and appraisal?

Yes. You might also find our pages on feedback and criticism and emotional intelligence relevant and useful.

We love helping you communicate successfully

By giving you communication skills that'll transform even your most challenging relationships and interactions.

That's the purpose of Skills with People, our training course for managers and professional people at all levels. Thousands have benefited from this course.

Video Introduction

What People Have Said About The Course

Feedback from participant's boss - Chairman of White Clarke Group

He has greatly improved his ability to manage a situation. He listens more and uses that information to convince. A good example is the .... group, wh ...

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Project Quality Engineer (self funding)

A lesson for life! The power of effective communication is incredible when one masters the skills "listen with empathy" / "speak assertively". Defin ...

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Theatre Manager

Managing to confront them but still maintain their cooperation and support. Previously I was either not confronting or confronting and ending up with ...

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Workshop Manager, Professional Plant Services

I now find it easier to have awkward conversations. (As a result of how he has changed several more people from his company are asking to attend the c ...

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Senior Resource Consultant, Shell International

“Skills with People” has helped me deal with conflict situations.  It has helped me to diffuse tension in meetings and convert pushback into alignment ...

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Feedback from participant's boss - a Johnson & Johnson finance director

He has made excellent progress in the management of his team. He has ensured key stakeholders are involved in decision-making and has gone to great le ...

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Feedback from a participant's boss - a WS Atkins director

Now he actively listens, probes, asks for clarifications and does not assume anymore he knows the answer.

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Fundraising Officer, United Nations High Commission for Refugees (UNHCR)

A very intimate training which will make anyone reflect on how best to engage with colleagues when confronted with difficult situations.

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Feedback from a participant's boss - a Glaxo SmithKline research director

He has made good progress in two areas: 1. team leadership - he listens with empathy to others well and considers their standpoint as well as his own. ...

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Feedback from participant's boss - a Johnson Matthey Catalysts (Germany) senior manager

There has been a noticeable improvement in the performance of this customer service engineer. He is much more succinct now than he was before. He was ...

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Feedback from a participant's boss - a Merck Sharp & Dohme medical director

She feels more confident in tackling people and has been impressed with her new found techniques, e.g., in dealing with members of the marketing depar ...

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Feedback from participant's boss - a Billiton director

He's obviously making a positive effort and it does show. People used to be scared of him. No longer.

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Feedback from participant's boss - head of projects in Heinz

He now gains support through his willingness to involve people more and take them with him.

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Feedback from participant's boss - a Kimberley-Clark marketing director

He is now aware of his need to control his direct approach. He was sometimes too assertive. I think he is now well balanced in this respect.

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Feedback from participant's boss - A Philips Semiconductors director

To what extend do I think his training need has been satisfied? Completely. I have been approached by 4 peers to tell me that they could see a very po ...

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Golf Club Manager

Ten out of ten for the course for me personally. I think I would have resigned if it hadn't been for the course.

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EHS advisor (environmental health and safety), Johnson Matthey

This is the best non-techincal course the company has ever put me on because it's the most useful. 

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Thank you from a participant

I wanted to let you know that I have secured a new role.  I had to go through an assessment centre and one challenge was to negotiate with a 'belliger ...

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Feedback from a participant's boss - a Shell International senior manager

He is showing far more self-awareness and more restraint in potentially confrontational situations. He is far more aware of the impact his actions and ...

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Feedback from participant's boss - an HSBC investment director

I have had three unprompted comments from different team members and colleagues who have been surprised at the consideration he has shown in helping s ...

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Leisure Centre Manager

The most useful part of the course was learning how to convey my disappointment with a member of staff without demotivating them, without making them ...

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Learning & Development Coordinator - The Entertainer

I can't recommend this course enough. It has genuinely been the most impactful course I have ever completed. Understanding that I can be assertive w ...

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National Training Index* report on the course

"From delegates reports we have identified Skills with People is a 'highspot' among UK business courses. Delegates mentioned as most helpful the enha ...

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Feedback from participant's boss - a Johnson & Johnson marketing director

She has become increasingly aware and focussed on ensuring she is gaining cooperation from colleagues by the way she approaches situations. E.g., Meet ...

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Sports Centre Manager

I feel that my relationship with other attendees has improved massively following the session. I'd say 9/10 for what I've got from the course as I sa ...

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Feedback from participant's boss - a Prudential director

He is a lot more confident. At the last meeting of our business unit leaders he fully led the meeting and dealt with people very well.

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Senior Engineer, Qualcomm

An unbelievable experience, highly motivating training and one of the few which stays forever in your mind. A tangible impact to your life and workin ...

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The wife of a participant

"Just thinking about last night’s conversation and it’s bringing tears to my eyes – it’s what I’ve always wanted: to be able to talk with you like tha ...

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Examples of Training Needs Met

Allowed his meetings to get out of hand Read More...
Flying high but creating a tense atmosphere Read More...
Very logical but not creating enough rapport Read More...
Difficulty communicating with non-technical people Read More...
Enormous enthusiasm but little sensitivity Read More...
Lots of energy and ideas but little attention for his clients Read More...
Forceful communicator who created friction Read More...
Preparing for a more challenging role Read More...
Very diligent but hated dealing with difficult people Read More...
Technically very sound but lacking persuasive skills Read More...
Not delegating or developing others Read More...
Being more assertive would help career go better Read More...
Had a positive attitude but gave a negative impression Read More...
Well intentioned but demoralising his team Read More...
Respected specialist who was too quiet at meetings Read More...

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