Feedback & Performance Conversations
eLearning development.
Feedback training that makes performance conversations actually productive. Regular feedback, not just annual reviews.
Talking about under-performance
Someone on your team is consistently missing the mark on a key part of their role. What sets up a useful first conversation?
Check in complete
Let's move to part 3: Documenting the conversation
Feedback and performance conversations are some of the most consequential moments in a manager's week, and most managers get little practice. Custom training works through your real situations: under-performance, behaviour concerns, growth conversations. It builds confidence by rehearsing the specific exchanges your managers actually have—not generic 'feedback sandwich' templates.
Development without drama.
3-week delivery
From kickoff to final course.
Fixed pricing
From $5,500 + GST. No hidden costs.
Unlimited revisions
During weeks 2 and 3 of development.
Modern design
Responsive, works on all devices.
SCORM compliant
Works with any LMS platform.
Source files
Full files provided for future updates.
Three simple steps.
Three easy weeks.
We build
We start as soon as you send us your brief, branding and resources.
You review
You receive the complete first draft for review. Provide feedback via our review link with your whole team.
We deliver
We'll continue to implement your feedback and finalise the course. Then, at the end of the third week we'll deliver the SCORM package ready for your LMS.
Pricing for feedback & performance conversations training.
You don't need to blow your training budget to get high quality feedback & performance conversations eLearning.
Content ready
You have a complete script ready to build.
"We want feedback training that moves us from annual reviews to ongoing conversations. How do we make feedback regular and safe?"
Content needs shaping
You have content materials that need structuring.
"We have feedback materials but people still avoid giving it. We need training that addresses the fear and builds real capability."
Start from scratch
We create everything from your expertise.
"Our feedback culture is poor - vague or absent. We need comprehensive training on giving, receiving, and making feedback normal."
Not sure which tier? Contact us and we'll help you choose.
Common feedback & performance conversations topics we cover.
- Building feedback culture
- Types of feedback and when to use
- Giving effective positive feedback
- Giving developmental feedback
- Difficult and corrective feedback
- Feedback across power dynamics
- Creating psychological safety
- Receiving feedback non-defensively
- Regular check-ins and ongoing feedback
- Cultural considerations in feedback
- Performance conversation frameworks
- Documentation when appropriate
- When feedback isn't working
Common mistakes with feedback & performance conversations.
Teaching one model instead of multiple approaches
Focusing only on giving feedback, not receiving it
Not addressing the fear of damaging relationships
Using easy scenarios instead of genuinely difficult ones
Forgetting about power dynamics and culture
FAQs about our feedback & performance conversations eLearning development.
Do you have experience with feedback & performance conversations?
Yes. We've developed feedback & performance conversations courses for organisations across multiple industries. Our 15+ years of eLearning experience means we understand both the learning design and the subject-specific requirements.
Can you customise the content for our organisation?
Absolutely. All our feedback & performance conversations courses are custom-built for your specific needs, policies, and procedures. We incorporate your branding, terminology, and examples.
How long does a feedback & performance conversations course take to develop?
3 weeks from kickoff to final delivery. Week 1 is development, weeks 2 and 3 are for your review with unlimited revisions.
What if feedback & performance conversations isn't quite what we need?
If your training needs don't fit neatly into this category, get in touch and we'll discuss. We've worked across most topic areas and can usually adapt our approach to match what your team actually needs.
For pricing, timeline, and process questions, see our full FAQ.
Ready to develop your
feedback & performance conversations course?
Get a fixed-price quote within 24 hours. No obligation, completely transparent pricing.
Here’s what happens in most workplaces
Someone does something that needs addressing:
- Quality isn’t there
- Behaviour isn’t professional
- Approach isn’t working
- Communication is causing problems
You notice. You think about saying something. Then:
- “Maybe it’s not that big a deal”
- “I don’t want to make it awkward”
- “What if they get defensive?”
- “Maybe someone else will address it”
- “I’ll mention it in their review”
So you say nothing.
The behaviour continues.
It gets worse.
It becomes normal. Other people notice you’re not addressing it. Standards erode. Six months later, you’re finally having the conversation - but now it’s bigger, more emotional, and you’re addressing a pattern, not an incident.
The feedback you didn’t give early became the performance problem you’re now managing late.
The skill isn’t delivering difficult annual performance reviews - it’s giving small, regular feedback that prevents performance problems from developing.
That’s what actually matters. And that’s what most people need to learn.
Why Custom Feedback Training Matters
Generic Feedback Training Fails Because:
- One model doesn’t fit all situations
- Doesn’t address your feedback culture barriers
- Ignores power and relationship dynamics
- Missing cultural considerations
- Focuses only on giving, not receiving
Custom Feedback Training Works Because:
- Multiple frameworks for different situations
- Addresses your specific cultural challenges
- Power-aware and relationship-conscious
- Culturally sensitive to your workforce
- Both giving and receiving skills developed
The ROI
Better performance through regular input. Faster issue correction. Higher engagement and development. Reduced surprise in formal reviews. Stronger manager-employee relationships. Culture of continuous improvement.