Performance Management

Your leaders and managers want to do the best by their people – to motivate, nurture and develop their teams, enabling them to succeed. But are they equipped with the skills and confidence to make this happen? Are they able to engage people at an honest, adult level with the right kind of constructive feedback?

More than Just a Process

Effective systems and performance management processes that people understand and believe in are important, but the primary focus is often on their implementation, whereas what most hinders success is the quality of the conversation – the ability or otherwise of the leader to have the conversation at the right time and in the right way.

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Our Approach

Steps works in partnership with organisations to support the drive for a high performance culture. We use high impact approaches that challenge individuals and encourage people to really ‘own’ the need to do things differently. We do this by:

  • Holding a mirror up to the current behaviours; such as the tendency for many people to avoid challenging situations, or to be too confrontational.
  • Exploring the skills, theories and techniques that can support performance conversations (such as questioning techniques, models for giving and receiving feedback, behavioural styles and Transactional Analysis). And, critically;
  • Partnering with you to ensure that the new skills and practices are reinforced and embedded so they become the established way of doing things in your organisation moving forward.


Key to achieving successful outcomes is consistency of message across multiple locations and languages. We develop low risk/high impact follow up activities that help sustain the learning (such as through the use of media) and, crucially, give people the opportunity to put their newly acquired skills into continuous practice, both during and after any learning intervention.