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Equip Managers to Have Effective Performance Appraisal Discussions

Improve managers' ability to conduct effective performance conversations.

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  • Andrew Bartlow, Head of HR, Waypoint Homes
  • Sharon Bishop, Director, Workforce Planning and Development, Regina Qu’Appelle Health Region
  • Rhonda DeLuca, Vice President of HR, Terumo Cardiovascular Systems
  • Jan Hills, Partner and Author, Head, Heart & Brain Consultancy
  • Melanie Jacobs, Manager, Learning and Development, Sappi
  • Cindy James, Director – Organizational Development, Elbit Systems of America
  • Jeremy Janzen, CHRO, HyLife
  • Melody King, VP of HR, W/W Talent Development, Herbalife
  • Suzanne Lahache, GM of Human Resource Preparedness, Mohawk Council of Kahnawà:ke
  • Ashley Lundquist, VP of People, LeadPages
  • Maura Parda, Executive Coach and Organizational Change Strategist, 512 Leadership Group
  • Megan Paterson, Vice President of HR, Kinaxis
  • Kerry Pletch, CHRO, City of Guelph
  • Michele Vogt, Acting Vice President, People and Safety, Regina Qu’Appelle Health Region
  • Minna Whitman, Manager of Learning and Employee Development, HRG Worldwide
  • Sarah Wilson, Director, Talent Acquisition, Performance Management & Principal Staff Officer, Indigo

Your Challenge

  • HR has designed a detailed performance appraisal process; however, managers are not aware of their responsibilities and as such, do not effectively implement the steps.
  • Managers are not comfortable providing feedback or rating their employees.
  • The value of effective performance management is not understood by managers.
  • Managers are not setting clear, relevant goals and evaluating behaviors against competencies.

Our Advice

Critical Insight

  • Effective management of performance is not a one-time conversation. Managers must leverage the process, goal setting, competencies, feedback, and ratings to manage their employees’ performance.
  • Performance management rises or falls with managers; provide the training they need to have effective performance conversations.

Impact and Result

Equip managers to effectively navigate performance management by:

  • Navigating the performance appraisal process
  • Setting clear, specific goals
  • Communicating expected competencies
  • Providing clear feedback
  • Evaluating the performance of employees

Research & Tools

Guided Implementations

This guided implementation is a one call advisory process.

Call #1 - Discuss the training material, and how to customize it with organization-specific processes.