Managing poor performance - turning tough conversations into better outcomes
Managing poor performance is one of the most challenging parts of leadership — and one of the situations most likely to be avoided. Missed deadlines, inconsistent quality, behavioural issues, and declining productivity don’t disappear on their own. Left unmanaged, poor performance drains morale, distracts teams, and harms your organisation’s results.
This practical, half-day workshop helps managers and leaders confidently address underperformance — earlier, more fairly, and with less stress. With the right tools and frameworks, you’ll transform difficult conversations into constructive performance improvement and stronger team outcomes.
We recommend adding this workshop to your leadership development programme.
Next course: 10 March 2026 (live, online classroom). Contact us if you’d like to bring this course in-house.
Who this training is for
This managing poor performance course is ideal for:
- Managers who who have pockets of underperformance left unchecked.
- Leadership teams who want to build a shared understanding of how poor performance is managed in their organisation.
- HR practitioners who want to support leaders in their organisation who are managing poor performance.
- Business owners who want to minimise the risks associated with managing poor performance.
Who this training is not for
This course probably isn’t for:
Managers who are not ready to have honest, constructive performance conversations
Leaders looking for a compliance-only or documentation-focused approach, rather than real performance improvement
Organisations that are not prepared to set clear expectations and support managers to address issues early
Why managing poor performance matters
Failing to manage poor performance can impact on more than just your team
Every leader eventually encounters someone whose performance isn’t meeting expectations. When these issues aren’t managed well, they have a ripple effect:
Other team members become frustrated or disengaged
Productivity and quality suffer
Customer experience and organisational goals are compromised
High performers lose motivation or consider leaving
Understanding how to address poor performance, fairly and confidently, protects your team’s effectiveness and your organisation’s reputation — while treating the individual with respect and clarity.
This course on managing poor performance gives your managers the mindset, tools, and confidence to have the tough conversations, including when poor performance has been left unchecked for some time.
What you'll gain from this managing poor performance training
This workshop equips your managers with the mindset, skills, and tools they need to handle poor performance effectively — shifting from avoidance to confident action.
This course delivers clear, measurable benefits at every level — strengthening organisational performance, building confident leaders, and creating better experiences for employees.
For the organisation
- Faster and fairer resolution of performance issues
- Teams that are more engaged, productive and accountable
- Fewer morale problems and less conflict spill-over
- A culture that values clarity, improvement, and performance standards.
For your leaders
- Confidence to start performance conversations early and constructively
- Practical frameworks for diagnosing performance problems and choosing next steps
- Skills in giving feedback that focuses on behaviour and outcomes
- Clear steps for informal improvement and knowing when to move to formal processes
For individuals
- More clarity about expectations and how to meet them
- Support that focuses on growth and improvement rather than blame
- Greater psychological safety and equity in performance discussions
- Tools to build trust and professional accountability.
Your leaders will walk out of this course with a clear plan for confidently and fairly managing poor performance in their teams.
Course delivery and practical info
Delivery options
Training can be delivered as:
- In‑person workshops (in-house)
- Virtual workshops (public offerings)
- Blended learning with coaching and follow‑up support
Practical info
Next dates: 10 March 2026
Time: 9am to 2pm
Cost: $517.50 incl GST
You need: computer, webcam, headphones (if attending in an office) and good wifi connection.
Resources provided: workbook with models and frameworks.
Our approach
At Epic People, our courses are grounded in:
- Real workplace experience — not theory alone
- Adult learning principles that respect managers’ experience
- Practical tools managers can apply straight away, rather than abstract theoretical concepts
- A supportive environment that builds confidence and capability
Why choose Epic People as your training course provider?
After 30+ years working in Human Resources and training across a variety of industries, we’ve coached many managers through a variety of forms of underperformance. We’ve seen performance turned around, and been in the unenviable position of managing poor performers out of the business. We combine theoretical knowledge with this real-world experience, to design engaging and immersive training, building skills that managers can use the very next day.
Our workshops are –
- Practical, real-world centred — immediately usable, not theoretical
- Built for busy managers — frameworks, scripts, examples, and step-by-step guidance
- Human-centred — grounded in engagement, psychological safety, and behavioural science
- Designed for modern workplaces — from hybrid teams to fast-growth environments
- Facilitated by an experienced HR Director & leadership specialist — with deep expertise in managing poor performance
Course overview - Managing Poor Performance
This practical, interactive training equips you with the skills to recognise, address, and manage poor performance. You will learn to have the right conversations at the right time, while following a fair and constructive process.
Here is what we will cover –
- Understanding why poor performance gets ignored, and the consequences of that
- Recognising and diagnosing the different types of underperformances, necessary for selecting the best process to move forward with
- Checking in with yourself, to be realistic about any part you have played in the employee’s drop in performance standards or underperformance
- Getting the poor performance conversation underway informally with compassion, paving the way for a performance improvement partnership
- Using our BE COOL feedback model to deliver feedback in a way that addresses the behaviour, not the person
- Setting clear goals and follow-up processes
- Recognising when it’s appropriate to start a formal performance improvement process
- Addressing behavioural issues with confidence and without backlash, balancing empathy with accountability
- Handling complaints about your staff in a way that ensures an unbiased view of the complaint and your employee’s behaviour or actions
- Recognising when to move to a formal disciplinary process
- Handling difficult responses and behaviours throughout the managing poor performance process
Courses that complement this training
Advanced coaching skills for managers
This course is also for experienced managers that want to lift individuals; performance. Managing poor performance uses advanced coaching skills, and this course provides an extra set of tools for having conversations with underperformers.
Building high performing teams
Once you’ve got everyone in your team performing as expected, you might want to take things to the next level. As well as ‘zooming in’ on the individual, in this course we ‘zoom out’ on the team as a whole, and then how the team interacts with the rest of your organisation.
Creating and running performance development programs
A robust performance development program supports the performance of all team members, including underperformers. At the same time, when used well your performance development program can ensure you don’t have to have managing poor performance conversations.
Social intelligence training
Social intelligence training builds awareness of how behaviour and interpersonal dynamics impact performance conversations, feedback, trust and engagement; just a few of the elements necessary for having conversations around performance and expectations.
Course FAQ's - Managing Poor Performance
What counts as poor performance?
Poor performance includes consistently missed deadlines, substandard work quality, unreliable behaviour, or failing to meet role expectations. It’s different from misconduct — which involves rules or policy breaches — but both can affect team performance and require appropriate responses.
Why do managers avoid managing poor performance?
Many managers delay these conversations because they feel risky, they fear conflict, or they don’t know the right steps. Without a structured process, it’s easy to avoid acting — which usually allows the issue to worsen.
Will this training cover legal or HR requirements?
Yes — we cover fair process principles and how to stay consistent and compliant. For complex or high-risk situations, we also recommend contacting us for support. If we think you need a lawyer, we can refer one to you.
Is this course suitable for new managers?
This training is not part of our team leader development program, and is for experienced managers. We recommend that this workshop is done three to six months after completing the team leader development program. That said, if you have an immediate need then this training can be useful, or if your situation is urgent, contact us to help you through managing poor performance in your organisation.
I'm doing the team leader development program. Should I do this course?
Yes it’s a great next step. This training complements the team leader development program; but usually this course is taken in relation to an immediate need.
Is this training relevant for NZ workplaces?
Yes! Our training is designed by us, not purchased from overseas. We know kiwi workplaces and have designed this training with that in mind.
Do I need HR support in my organisation to benefit?
No. This training is designed for managers at all levels — especially those without dedicated HR teams. You’ll leave with templates, checklists, and strategies you can use immediately.
Is this training practical or just theory?
It’s highly practical. You’ll work through real-world scenarios, practice conversations, and leave with tools and frameworks you can use straight away. In fact, we recommend that you bring a real situation with you, so that you can apply your managing poor performance learning as you progress through the workshop.
What support is available after the course?
We also offer follow-up coaching and support if you want help implementing the approaches you’ve learned. Contact us for help.
Ready to address poor performance with clarity and confidence?
Equip your managers with the skills to handle performance issues early, fairly, and constructively.
Get in touch to book this course or discuss in-house delivery.
Epic workplaces manage poor performance effectively.
Let’s talk about how we can help your managers take your teams from good to great, to exceptional by managing poor performance.
