If you are an HR, L&D or operations leader trying to lift team output, the gap is rarely effort, it is the system: vague standards, inconsistent reviews, and feedback that lands too late to matter. This course gives your supervisors and line managers a repeatable performance management framework they can apply the week they return to work.

Course Overview

This practical leadership development programme teaches managers and team leaders how to establish performance monitoring systems and conduct effective performance reviews to maintain team effectiveness. It is practical, scenario-led, and built around the real conversations your managers avoid: setting expectations, addressing gaps, and documenting agreements fairly.

The course addresses formulating standards, building monitoring systems, conducting performance reviews, identifying gaps, and recommending corrective measures so that performance management becomes an ongoing discipline rather than an annual event.

Course Duration

2 days. Delivered as a focused two-day workshop, or split across sessions for in-house cohorts where operational cover is tight.

Accreditation

This is a practical, facilitator-led skills programme; delegates receive a BOTI certificate of completion (this is not an accredited qualification). BOTI is an accredited training provider in general — Services SETA 12582, MICT SETA ACC/2016/07/0045, and a QCTO Quality Partner — but this specific performance management course is not a SETA- or QCTO-registered, credit-bearing qualification. If you need a credit-bearing route, ask about our QCTO Generic Management or Office Administrator (102161) qualifications. The programme can still form part of your planned, reportable skills development and support your Workplace Skills Plan and Annual Training Report.

Course Outline

The programme covers seven key competency areas:

1. Formulate performance standards for team members in a unit
2. Establish systems for monitoring performance of team members
3. Prepare for a performance review with a team member
4. Conduct a performance review interview
5. Identify performance gaps and propose corrective solutions
6. Identify and recommend relevant training programmes where necessary
7. Monitor and adjust team structure

Who Should Attend

Supervisors, team leaders and junior managers who manage a team. It is equally relevant to newly promoted leads who inherited a team, and to experienced managers who need a consistent, defensible performance process across the organisation.

Learning Outcomes

On completion, participants will be able to:

• Set performance measures in line with business goals, objectives and deliverables
• Create clear, concise performance standards and specify the activities and required standards of performance
• Incorporate feedback from team members into standards to secure buy-in
• Establish fair, transparent monitoring systems
• Conduct constructive feedback and review sessions
• Document performance agreements per organisational policy
• Develop corrective action plans that build on positive performance achievements

Delivery

In-house (at your venue) or off-site training available across major South African cities, including Johannesburg, Cape Town, Durban and Pretoria, plus remote/online delivery for distributed teams.

Performance Management Training for Line Managers

Line managers are where performance management training either works or fails. They hold the day-to-day relationships, run the one-on-ones, and decide whether a standard is enforced or quietly ignored. Yet most line managers are promoted for technical skill, not for their ability to manage performance, so the discipline is rarely taught.

This programme closes that gap. It gives line managers a structured, end-to-end performance management framework rather than a set of HR forms to complete once a year. Specifically, line-manager delegates leave able to:

• Set expectations early. Translate team and business objectives into clear, measurable performance standards for each role, so people know what “good” looks like before they are measured against it.
• Monitor continuously, not annually. Build lightweight monitoring systems that surface issues in weeks, not at year-end review.
• Hold the difficult conversation. Prepare for and conduct review interviews that stay factual, fair and forward-looking, even when performance is below standard.
• Document defensibly. Record agreements and corrective actions in a way that protects both the employee and the organisation, supporting fair-procedure requirements.
• Coach for improvement. Recommend the right development or training intervention instead of defaulting to discipline.

For HR and L&D teams, training line managers as a cohort creates consistency: every manager applies the same standards, the same review structure, and the same documentation, which reduces grievance risk and makes performance data comparable across departments. This is also a natural pairing with our broader leadership and management development offering, so first-line leaders build performance skills alongside delegation, communication and team-building.

Why Performance Management Training Pays Off

Choosing a structured, facilitator-led programme over a generic workshop has concrete benefits for the buyer:

• Skills-development credit. This training can form part of your planned, reportable skills development, supporting your Workplace Skills Plan and Annual Training Report. If you need a credit-bearing qualification, ask about our QCTO Generic Management or Office Administrator (102161) routes.
• B-BBEE alignment. Investing in staff training feeds your skills-development spend. As general guidance, the B-BBEE skills-development target is set at 6% of the leviable amount, and the Skills Development Levy (SDL) is 1% of payroll. Your scorecard specialist can confirm how a specific programme is treated for your business.
• Measurable ROI. A consistent performance framework reduces the cost of mis-hires, slow performers and avoidable turnover, areas where the cost of inaction usually dwarfs the training spend.

This is general information, not legal or financial advice. Confirm B-BBEE and tax treatment with your verification agency or advisor.

How This Course Fits Your Training Plan

Performance management rarely sits alone. Most clients run it alongside related leadership and management courses to build a complete first-line and mid-level capability:

• Monitoring Individual Performance to Create High-Functioning Teams — the full course outline, dates and booking details.
• Creating High Performing Teams through Performance Management — apply knowledge of self and team to plan and lift team performance.
• Enhance Team Performance — develop a structured plan to improve how an existing team works together.
• Management Training: Manage Service Providers — extend performance oversight to external suppliers and partners.
• Browse the full Leadership & Management training cluster to build a layered development path for supervisors and managers.

Not sure which combination fits your team? Request a 15-minute callback and we will map a sequence to your roles and budget.

Funded and In-House Training

Frequently Asked Questions

What is performance management training? Performance management training teaches managers and team leaders how to set clear performance standards, monitor individual and team performance, conduct fair reviews, and address performance gaps with corrective and development plans. BOTI’s course is a practical, facilitator-led programme that runs over 2 days.

Who should attend this performance management course? It is designed for supervisors, team leaders and junior managers who manage a team, including newly promoted line managers and experienced managers who need a consistent, defensible performance process across the organisation.

Is the course accredited, and does it count for skills development? This is a practical, facilitator-led skills programme; delegates receive a BOTI certificate of completion (this is not an accredited qualification). BOTI is an accredited training provider in general (Services SETA 12582, MICT SETA, QCTO Quality Partner), and the training can still form part of your planned, reportable skills development, supporting your Workplace Skills Plan and Annual Training Report. If you need a credit-bearing qualification, ask about our QCTO Generic Management or Office Administrator (102161) routes.

Where and how is the training delivered? In-house at your venue or off-site across Johannesburg, Cape Town, Durban and Pretoria, with remote/online delivery available for distributed teams.

Ready to Lift Your Team’s Performance?

Give your line managers a performance management system they will actually use. Request a quote or book a free 15-minute callback to scope an in-house cohort tailored to your roles and KPIs, and ask for our free Performance Review Conversation Checklist to share with your managers.

Call 011-882-8853 or request a quote / callback. BOTI, accredited corporate training provider, 450 courses, trusted by leading South African organisations.