“The Zynga team is incredibly appreciative of the impactful learning solutions! Conducting a total of ten customized Performance Management Training sessions in just three days is an impressive accomplishment. Please accept our sincere thanks for the monumental facilitation effort you gave and for delivering “out of the box” to our UK and India teams.
We truly appreciated your partnership and ability to flex in the moment. It’s been delightful. Forwarding a round of applause your way from all of us.”
Corri Cooper | Director Learning & Development | Zynga
“I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training and consulting organization. The quality of the approach, resources and deliverables of their performance management training solutions are superior.
LSA is well prepared and have definitely aligned to our corporate culture and our business priorities.”
Duane Schroeder | Human Resource Manager | Alps
“Thank you so much. The performance conversation workshop was so meaningful, and I came away feeling very excited and more prepared than ever before about working on my performance review.”
Heidi Warren | Sales Manager | Nice CXone
Effective performance management training is essential for anyone responsible for supervising others. Guiding and improving team performance spans a spectrum — from informal, day-to-day feedback conversations to formal annual appraisals that influence raises, promotions, and career development. Unfortunately, a recent performance management study found that:
It’s no surprise that employee relations issues are on the rise and that many employees feel “squeezed,” struggling to meet expectations with minimal guidance. The upside is that skilled managers can create a positive performance environment and clear communication system — one that not only drives superior results but also inspires discretionary effort and fosters loyalty from every team member.
Positive Performance Environments
When employees have clear goals, well-defined roles, and measurable success criteria — reinforced through thoughtful performance planning and constructive feedback — they are far more likely to commit fully to both individual and team success. Consistently fair, transparent, accurate, timely, and relevant performance management practices create a win-win, benefiting not only employees and managers but the organization as a whole.
Effective Communication Systems
Difficult performance conversations arise for many reasons — poor performance, weak interpersonal skills, missed promotions or raises, or any situation that sparks disappointment, confusion, or hurt feelings. Some managers avoid these conversations at all costs, while others lean in, equating delivering tough news with demonstrating “strength.”
Regardless of where you fall on this comfort spectrum, these conversations don’t have to be painful. In fact, they can become powerful developmental opportunities — for both the employee and the manager. Leveraging performance management training to build a high-performance culture aligned with your people, your values, and your business strategy is challenging — but highly rewarding.
Successful performance management requires managers to build strong, mutually beneficial relationships, tailor their approach to each individual, conduct respectful coaching conversations that deliver measurable results, and leverage both the strengths and intrinsic motivation of their team members.
Performance Management Training Learning Objectives: The Environment
Performance Management Training Learning Objectives: Communication Systems
Target Audience
People managers who are interested in improving the short- and long-term performance and engagement of their teams.
To speak with an LSA Expert to learn about the Performance Management Training, Goal Setting, and Difficult Performance Conversations program customization and delivery options for your company, please contact us.
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