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Conducting performance reviews

Conducting employee performance reviews with confidence – even in uncertain times

When teams are under pressure, changes are pending, or uncertainty is palpable, good leadership is decided in conversation: creating clarity, providing orientation, strengthening trust—without sugarcoating or overwhelming.

This two-day management training teaches field-tested tools, conversation structures, and psychological models so that you  difficult performance reviews able to lead with confidence, appreciation, and impact – even in the context of Change Management and Leading in Change.

✅ Format: In-house, on-site, or online
✅ Target audience: Emerging leaders / Young leaders / Team leads
✅ Focus: Practical application, role-playing, direct implementation in everyday leadership

Interested? Call me at 0179/9226203  or write me an email at gm@m2b.de or over my Contact form.

Who is the training for?

This training is ideal if you or your managers…

  • difficult performance reviews wanting to lead more securely (performance, behavior, conflicts, uncertainty)

  • want to give effective feedback that Sure is and at the same time the Relationship strengthens

  • want to better understand employees in phases of change and support them in a more targeted way

  • die Attitude and want to reflect on their impact as a leader and consciously manage it

What you will be able to do after the training...

After these two days, your managers will be able to...

  • Preparing employee reviews in a structured way and managing them professionally

  • actively strengthening psychological safety in the team (even during stressful phases)

  • better understanding resistance and emotional reactions in change

  • constructive feedback using different methodsSAR, WWW and SAY IT to give

  • Adapting conversations to different needs (e.g. Riemann-Thomann)

  • Leading change conversations with confidence – without false promises

Interested? Call me at 0179/9226203  or write me an email at gm@m2b.de or over my Contact form.

Content & Methods (2 days)

Day 1: Performance Reviews, Attitude & Feedback

Focus areas

  • Self-clarification: What experiences and triggers do I bring with me?

  • Stance vs. AttitudeHow does my inner mindset influence my leadership behavior?

  • Understanding needs with the Riemann-Thomann model

  • Psychological safety restore: being able to speak without fear

  • Communication channels: when in person, when in writing – and why

  • Provide feedback SAR, WWW, SAY IT

  • Practice: Role-playing in 3-person teams (Manager / Employees / Observer)

Methods

  • Short impulses, reflection, case work

  • Role-playing with structured feedback

  • concrete conversation guides & transfer

Day 2: Leadership in Change & Change Management for Conversations

Focus areas

  • Change vs. Change: why people react emotionally

  • Kübler-Ross change curveRecognize phases, lead accordingly

  • Dos & Don’ts in Phase: what helps – and what hurts

  • Leadership in Change: Providing orientation without knowing everything

  • Employee reviews in change: resistance, fear, withdrawal, overload

  • Practice: Change conversations with a focus on phases and needs (Riemann-Thomann + Kübler-Ross integrated)

  • Transfer: concrete conversation plan for real conversations from everyday life

Methods

  • Real-world case studies from the company

  • Conversation and role-play sequences

  • Transfer Canvas / Action Plan

Typical situations that we train for

  • „I don't understand why we are changing this again.“

  • „I'm not playing along anymore.“

  • Withdrawal, silent refusal, cynicism

  • Criticism of decisions, uncertainty, fear of making mistakes

  • Team conflicts and feedback that hasn't gotten through yet

What makes the training special

  • Practical focus: the managers practice with real conversation situations instead of „knowing“ theory“

  • Psychological models: Understandable, non-academic (Riemann-Thomann, Kübler-Ross, Schulz von Thun)

  • Ready-to-use tools: Conversation guidelines, feedback models, transfer plan

  • Online & In-person: Exercises are designed to work in both formats

Process & Framework

  • Duration: 2 days (approx. 7–7.5 hours each including breaks)

  • Group size: ideally 6–14 people (larger possible with adjustment)

  • Procedure: In-house at the customer's site or online

  • Languages: German (others upon request)

 

Interested? Call me at 0179/9226203  or write me an email at gm@m2b.de or over my Contact form.

How practical is the training?

Very practical: A large part consists of exercises, role-plays, and concrete conversation guides. Models serve as orientation, not as a block of theory.

Is the training also suitable for emerging leaders?

Yes. The content is structured so that young managers gain confidence while also acquiring a solid foundation for difficult conversations and leadership in times of change.

Which models are taught?

among others. Riemann-Thomann, Kübler-Ross change curve, psychological safety, as well as feedback models such as SAR, WWW and best practices of  Schulz von Thun

Can the training be conducted online?

Yes. All exercises are suitable for online use (breakouts, digital boards, structured role plays).

Curious? Contact me now for a free initial consultation!

Call me at 0179 / 922 620 3 or write me an email at gm@m2b.de or over my Contact form.

Let's get to know each other – and I will gladly advise you on the implementation of your project and prepare a free, no-obligation quote for you.

Book an appointment for a free introductory consultation here.
As an online meeting via Microsoft Teams or phone call, as you prefer.