Courses/Leadership & Management/Performance Management and Appraisal Conversations
Performance Management and Appraisal Conversations
A scenario-based e-learning course on running appraisals people trust.
Overview
A scenario-based e-learning course on performance management as a year-round practice rather than an annual event: goals that still make sense at review time, the rating errors that quietly decide outcomes, and the disputed conversation handled on evidence. In production. It will ship as a scenario-based, self-paced e-learning course: a SCORM 1.2 package for your LMS, with completion tracking.
Format. Self-paced, scenario-based e-learning. SCORM 1.2 — upload it to your LMS and completion tracks automatically.
Who it is for. Any organisation that wants to run this as self-paced learning; suitable for employees at any level.
What learners take away
- Run performance management as a year-round cycle rather than an annual event.
- Set goals and behaviour standards that still make sense at review time.
- Recognise and counter the main rating errors, including halo, recency and leniency.
- Lead a structured, two-way appraisal conversation built on documented evidence.
- Handle disputed ratings, emotional reactions, underperformance and coasting high performers.
- Agree a development plan and book a ninety-day follow-through cadence.
Course outline
Defines performance management as a year-round cycle owned by the manager, examines why appraisals fail, and grounds the day in the research on feedback, goals and defensiveness.
Role clarity before goals, specific and difficult goals with evidence built in, observable behaviour standards, and contracting evidence sources and check-in cadence at the start of the cycle.
The memory problem, the six classic rating errors, the idiosyncratic rater effect, and the year-round evidence habit that corrects all of them.
Two-sided preparation, a five-part conversation arc with the employee's voice first, talk ratios and questioning, evidence-based delivery, and fairness as a visible process — rehearsed in trios.
Disputed ratings, emotion in the room, the underperformance conversation and the coasting high performer, tested in a second rehearsal with concealed twists.
Separating evaluation from development, experience-led development planning, and a ninety-day follow-through cadence booked before the appraisal ends, closing with each participant planning a real appraisal.
What you get
SCORM 1.2 package
A self-contained course you upload straight to your LMS — no installation, no dependencies.
Completion tracking
Reports status and completion back to your LMS like any SCORM course.
Scenario-based
Learners make real decisions inside a workplace story and see what each choice costs.
Per-organisation license
Host it for unlimited internal learners — one-time purchase, no per-seat or renewal fees.
The license in one sentence
Buy once and host the course on your own LMS for unlimited internal learners — no per-seat and no renewal fees. You may not resell or redistribute the SCORM package itself. Full license terms
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