Have you been avoiding managing an underperforming team member?
Managing poor performance can feel time consuming, messy and risky. But with the right tools, techniques and processes, managers can handle underperformance in a way that preserves the dignity of the employee, sharpens the leadership skills of the manager, and ensures that others have positive perceptions of the manager’s competence.
This course will be offered publicly in 2026. If you would like us to run it at your workplace in 2025, contact us for a quote.
What this course is all about
This training on managing poor performance is a focused, interactive half-day live online workshop designed for team leaders and managers who have an underperforming employee, and they want to start confidently managing the person to get them back to performing their job as expected. It’s also useful for HR advisers and business owners who want to ensure they are equipped for any future situations of poor performance that they may need to coach others through.
This training is designed to give managers the tools, confidence, and practical steps they need to handle poor performance effectively, fairly, and consistently. With the right approach, managing poor performance becomes less about conflict and more about supporting improvement — while protecting the overall health of the team and organisation.
What you’ll get out of this course
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.
Topics covered
- 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
Who should attend managing poor performance training?
This managing poor performance course is ideal for:
- People managers and team leaders who currently have an underperformer and want to get started in turning the situation around.
- Team leaders and supervisors who are new to managing people and want practical tools.
- Experienced managers who want to sharpen their skills and gain confidence in dealing with tricky situations.
- HR generalists who support or coach others through managing poor performance situations
- Business owners who need to manage staff fairly and effectively, even without a dedicated HR team.
- Anyone responsible for people management who wants to create a culture of accountability and high performance.
You’ll get the most from the session if you have a real scenario that you’re looking to manage — bring your scenario and we’ll workshop it live.
Why choose our training?
Managing poor performance is one of the hardest parts of being a manager — but also one of the most important. This training gives leaders the skills to act with confidence, fairness, and professionalism. Instead of avoiding the problem, managers will know how to support improvement, protect their teams, and uphold the standards that keep the organisation thriving.
Our workshops are always highly practical. We walk through processes step by step, discovering tools, techniques, conversation starters, and process models that make it easier to do the tough jobs required of a team leader or manager.
Don’t let poor performance drag your team down. Equip your managers with the tools they need to turn difficult situations into o
Course format and practical info
- Format: Live online classroom (interactive; breakout practice and group discussion).
- Length: Half a day (approx.-4.5-5 hours including short breaks).
- Preparation: Bring a scenario (current or past) for hands-on work.
- Group size: Practical-sized cohorts for discussion and practice (exact numbers depend on delivery; ask us for current availability).
- Resources: A workbook packed with guidance, models and examples.
Why managing poor performance matters
Why managing poor performance matters
Every manager, sooner or later, faces the uncomfortable reality of an employee who isn’t performing as they should. It could be missed deadlines, sloppy work, disruptive behaviour, or complaints from customers or colleagues. These poor performance situations don’t go away on their own — in fact, if left unchecked, they almost always get worse.
Poor performance has a ripple effect. It frustrates the rest of the team, damages morale, lowers productivity, and ultimately impacts customer experience and business results. Other employees begin to wonder why poor work is tolerated, and high performers can lose motivation or even leave.
Frequently asked questions
Why do managers avoid managing poor performance?
Many managers fear conflict, don’t know the right process, or worry about making the situation worse. This training removes the uncertainty by giving clear frameworks and practical steps.
What’s the difference between underperformance and misconduct?
- Underperformance is when someone isn’t meeting the expected standards of their role (quality, speed, accuracy, behaviour).
- Misconduct is when someone breaks rules or policies (for example, theft, harassment, or serious breaches of safety). This training helps managers understand the difference and respond appropriately.
Will this training cover legal requirements?
Yes, we’ll touch on the principles of natural justice and fair process so that managers know how to stay compliant. For more complex or high-risk situations, we recommend seeking HR advice (contact us!) or legal advice.
What if I don’t have HR support in my organisation?
This course is designed with small businesses and standalone managers in mind. You’ll leave with templates, checklists, and approaches that you can apply straight away — even without HR.
I’m doing other team leader training, should I still do this recruitment skills course?
Absolutely! We don’t teach managing poor performance in the team leader development program, so this workshop complements that program nicely.
Is the training practical, or just theory?
Our managing poor performance training, like all our courses, is very practical. You’ll work through real-life scenarios, practise conversations, and leave with tools and templates you can use immediately.
How long is the workshop?
It’s a half-day live online session (roughly 4.5-5 hours), with focused activities, practice, and templates to take away.
Do I need to prepare anything beforehand?
For the best outcome bring a scenario – it could be a current situation or something you’ve experienced or seen in the past. If you don’t have one, you can still participate as others will be sharing their scenarios and experiences.
Will I get templates or materials?
Yes. All attendees receive a comprehensive guidance pack to use after the session.
Can the course be tailored for my organisation?
Yes. We offer tailored in-house delivery options where examples and scenarios are customised to your sector and roles. Contact us with your requirements.
Is the session recorded?
Typically the sessions are not recorded to protect learner privacy. If you need a recorded option for an in-house delivery, talk to us about arrangements.
What technology do I need?
A stable internet connection, a webcam and microphone for interview practice and breakout work. We use a standard video conferencing platform — details provided on booking.
Will I get a certificate or CPD hours?
Participants receive a completion note and the practical materials. If you require a CPD statement, we can provide a record of learning hours on request.
What happens after the course?
We offer follow-up coaching and bespoke support if you want help implementing what you’ve learned. We want you to know you’re not alone!
How many people can attend from one organisation?
We recommend small cohorts for hands-on practice, but we can also run in-house sessions for larger groups. Contact us for tailored group pricing and logistics.
How do I book?
For single enrolments, book through our booking site (for 2026). For 2025 bookings, for groups, or to spread payments out with direct debits, contact us.
What if performance doesn’t improve, no matter what I do?
Sometimes, despite support, employees don’t lift their performance. This is where formal Performance Improvement Plans and, ultimately, disciplinary processes come in. We’ll cover how to handle these steps correctly.
What if the issue is actually outside of work (e.g. personal stress)?
That’s why we emphasise curiosity and empathy. Sometimes a sudden change in behaviour has personal roots. We’ll show you how to balance support with accountability, so the employee still meets expectations.
