Build High-Performing Teams Through Better Management
Course Video Preview
An HR leader meets with managers to go over feedback of their recent performance reviews.Course Description
Emtrain’s Performance Management course equips managers with the skills and strategies to lead employees through every stage of the performance management cycle. From setting clear goals and aligning individual contributions to business objectives, to providing ongoing feedback and motivating employees, managers will learn how to build engaged, productive, and thriving teams. The course also covers preparing for evaluations and encouraging continuous learning to help employees achieve their full potential.Learning Objectives:
- Understand the leader’s role in employee performance and the ROI of systematic performance management.
- Learn best practices for workforce planning, goal-setting, and aligning expectations with business objectives.
- Master techniques for ongoing feedback, performance reviews, and partnering with HR or People Operations to support employee growth.
Course Features
- Access to our Anonymous Ask the Expert tool
- Rich video scenarios based on real-world events
- Built-in employee sentiment surveys
- 50+ Machine Translation Options
- Optional program timer
- Policy acknowledgement tool
- Extensive customization options
Lessons
The ROI of Performance Management
Setting Goals and Identifying Talent Needs
Ongoing Performance Feedback
Motivating and Encouraging Your Employees
Calibration and Evaluations
Continuous Learning and Development
Conclusion
Relevant Courses
Complementary Microlessons
Recommended Resources
From ‘Ask the Expert’
Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. View some of the example questions below and see the Experts answers.
Q
What is the role of performance management in the workplace?
Performance management provides a structured framework to set clear expectations, measure progress, and provide feedback. It helps align individual employee goals with broader organizational objectives while ensuring fair evaluations and accountability.
Q
Why is ongoing performance feedback important for managers and employees?
Ongoing feedback builds trust, increases employee engagement, and reduces legal risks tied to discrimination or wrongful termination claims. Courts often look to whether an employer gave clear, consistent feedback before taking corrective action.
Q
How should managers set goals to avoid bias or discrimination claims?
Managers should ensure goals are job-related, measurable, and applied consistently across employees. Vague or subjective goals can open the door to claims of bias or unfair treatment under employment discrimination laws.
Q
What are the legal risks of poor performance documentation?
When performance conversations are not documented, employers face higher risks in wrongful termination or discrimination cases. Documentation creates a defensible record that shows decisions were based on legitimate, job-related criteria.
Q
How do performance evaluations affect employee morale and retention?
Fair, transparent evaluations increase employee trust and retention, while inconsistent or biased evaluations erode morale and can drive attrition. Evaluations should be tied to objective performance metrics and communicated clearly.
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