Training Package
Be Able To Manage And Monitor Individual Performance Within Own Organisation
🎬 Contains VideosThis package covers performance conversations, objective setting and development planning, helping learners manage individual performance, review progress and adapt support to individual needs.
£2.00 per learner
Restricted package
Be Able To Manage And Monitor Individual Performance Within Own Organisation is only available to approved organisations. Please contact Micro Learn Online for access.
Contact Micro Learn OnlineAbout this package
Managing individual performance involves more than recording targets or completing a formal review. This package focuses on the conversations, evidence and agreed actions that help managers understand how someone is performing and what support they need. It covers both maintaining strong performance and addressing areas for improvement, linking individual contribution and development to the expectations of the organisation.
The first part establishes the foundations of constructive performance conversations. Learners explore the distinct purposes of regular one-to-ones and formal performance reviews, alongside the importance of open discussion and trust. They consider how to recognise achievements, identify strengths and discuss gaps without relying on impressions about personality, likeability or effort. The content explains how to judge current performance against the duties, standards and outcomes required by the role, giving conversations a clearer and more evidence-based focus.
The practical content then examines how to turn a discussion into agreed next steps. Learners look at setting specific, measurable and time-bound objectives, whether the aim is to improve results or maintain an expected standard. It also covers personal and professional development plans: identifying the underlying need, choosing development activities, arranging support and agreeing deadlines, success measures and review points. This connects broad aims, such as improving technical knowledge or confidence, with practical actions that can be checked.
Finally, the package addresses reviewing development outcomes against agreed objectives and performance indicators. Learners consider what evidence demonstrates progress and how to adjust their management approach when an individual's response suggests that different support is needed. The emphasis throughout is on clear expectations, constructive dialogue and responsive support rather than treating a review as an isolated event. For organisations, the content is relevant to managers who need to make performance discussions purposeful and connect them with ongoing development. The e-learning package includes video and is delivered through the organisation's own LMS.
Who it’s for
This package suits line managers, team leaders and supervisors responsible for individual performance and development. It is also relevant to learners preparing for roles involving one-to-ones, performance reviews and staff support.
What’s covered
Foundations of performance conversations: purpose, openness and trust
Explains the different purposes of regular one-to-ones and formal performance reviews. Covers how open discussion and trust help managers explore current work, concerns, achievements and support needs.
Reading performance evidence: strengths, gaps, results and achievement
Examines how to assess current performance against the duties, standards and outcomes of the role rather than personal impressions. Learners consider evidence of strengths, achievements and gaps in results or behaviour.
Setting performance objectives in one-to-ones and reviews
Covers turning performance conversations into shared decisions and agreed next steps. Explains how to set specific, measurable and time-bound objectives to improve performance or maintain standards.
Development planning, outcomes and responsive support
Explains how to identify development needs and build plans linking activities, support, deadlines, success measures and review points. Covers evaluating outcomes against agreed indicators and adapting support as the individual progresses.
Learning outcomes
By completing this package, learners can:
- Explain the principles of managing individual performance within your organisation, including the purpose of one-to-ones, reviews and development planning.
- Demonstrate effective one-to-one and review discussions to identify current performance, achievements and areas for improvement.
- Agree clear, measurable objectives with individuals to maintain or improve performance in line with organisational expectations.
- Develop personal and professional development plans that address identified needs and support individual capability, performance and career development.
- Analyse the outcomes of personal and professional development activities against agreed objectives and performance indicators.
- Evaluate individual responses to support needs and adjust management approaches to respond effectively and appropriately.
What’s included
A deployable SCORM package with practical learning content, ready for your LMS.
How it works
Add access, upload the package to your LMS, and pay per learner who uses it.
Frequently asked questions
Does this package cover both one-to-ones and formal performance reviews?
Yes. It explains their distinct purposes and covers open discussion, trust, performance evidence and agreeing actions through these conversations.
Is the content only about managing poor performance?
No. It covers recognising strengths and achievements as well as identifying gaps, with objectives designed either to improve performance or maintain high standards.
What does the package cover about development plans?
It covers identifying individual needs and linking them to development activities, support, deadlines, success measures and review points. It also addresses reviewing outcomes and adjusting support in response to progress.
How does it help managers judge performance fairly?
The content emphasises assessing evidence against the role's duties, standards and expected outcomes, rather than relying on reputation, likeability or effort. It considers current performance, strengths, achievements and areas where results or behaviours fall short.
How is the package delivered, and does it include video?
The Micro Learn Online e-learning package is uploaded to your organisation's own LMS for learners to access there. It includes video.
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