Provide Individual Feedback And Support To Manage Performance

About this package

Providing individual feedback and support involves more than pointing out mistakes or recognising good work. This package focuses on the management skills needed to discuss performance openly, understand what the evidence shows and agree practical next steps. It connects three areas: effective one-to-one meetings, performance review and support tailored to the individual. The emphasis is on maintaining strengths as well as addressing areas for improvement.

The opening content explores the purpose and design of performance one-to-ones: planned discussions about an employee’s work, results, behaviour and support needs. Learners examine how to create a professional, supportive setting and lead a focused conversation. Techniques include establishing how the meeting will run, asking calm questions, separating facts from judgements and recognising achievements specifically. These approaches help managers discuss difficulties without blame while keeping the conversation proportionate and productive.

The performance review content looks at how to move from impressions to evidence-based development priorities. It considers information such as target results, quality scores, customer feedback, manager observations and previous review records. Learners explore patterns across the evidence to identify strengths, improvement areas and support needs. They then learn how to agree SMART actions, define ownership and success criteria, set realistic timescales and commit to follow-up, so both parties understand what should happen next.

The final content addresses individualised support and constructive feedback. Learners consider how to adapt their communication and management approach to someone’s circumstances, capability and confidence without changing the expected performance standard. Feedback techniques include describing behaviour rather than judging character, balancing recognition with improvement, using the SBI structure and choosing precise language. Video content accompanies the learning. Together, these topics support clearer expectations, more useful performance conversations and a practical approach to ongoing development.

Who it’s for

This package suits managers, team leaders and supervisors responsible for discussing employee performance, agreeing development actions and providing individual support. It is also relevant to learners preparing for people-management responsibilities.

What’s covered

1. Purpose and Design of Performance One-to-One Meetings

   Explains how planned one-to-one discussions connect an individual’s work, results, behaviour and support needs to agreed expectations. Covers their role in noticing emerging performance issues and creating a focused, supportive setting for discussion.

2. Leading Performance Conversations in One-to-One Meetings

   Covers opening the meeting with clear terms, questioning calmly and separating facts from judgements. Learners also explore how to recognise achievements specifically and keep discussions of problems and contributions in proportion.

3. Analysing Performance Information for Development Priorities

   Explores how to use appraisal records and other performance evidence to identify patterns rather than rely on isolated incidents. Learners consider strengths, areas for improvement and the support needed to make development realistic.

4. Agreeing Measurable Performance Actions and Follow-Up

   Shows how to turn review findings into SMART actions with clear ownership, success criteria, support and timescales. Emphasises shared understanding and follow-up commitments so progress can be checked.

5. Adapting Support to Individual Needs in Performance Management

   Examines how to tailor communication and support to an individual’s circumstances, capability and confidence. The focus is on removing avoidable obstacles while maintaining consistent performance expectations.

6. Constructive Feedback for Improving Individual Performance

   Covers behaviour-based feedback, balance, the SBI structure and precise language. Learners explore how to explain what someone did, why it mattered and what they should repeat or adjust.

Learning outcomes

By completing this package, learners can:

• Explain the purpose and key features of one-to-one meetings used to discuss individual performance.
• Demonstrate how to conduct a one-to-one meeting that explores performance issues and achievements appropriately.
• Analyse individual performance information to identify strengths, areas for improvement and support needs.
• Agree clear, measurable actions with individuals to maintain or improve performance.
• Adapt communication and support to respond appropriately to the different needs of individuals.
• Provide constructive feedback that is specific, balanced and focused on improving individual performance.

Frequently asked questions

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