Manager training
A dedicated session: how to evaluate fairly, how to give constructive feedback, how to lead calibration and how to communicate pay decisions without conflict.
Managers were promoted for results, not for evaluating people
Managers get real decision-making tools, not just intuition.
Most managers got their position because they were very good at their job, not because they knew how to evaluate others or handle a difficult conversation. Then they were left without tools.
The outcome is predictable: postponed evaluations, feedback that is avoided or too harsh, pay decisions communicated awkwardly, and good people leaving after a single badly handled conversation.
An evaluation system is only as good as the people applying it. The training prepares managers to use ERS with confidence.
What's included
Concrete, ready-to-use deliverables, adapted to the reality of your organization.
- How to evaluate fairlyUsing criteria and level descriptors instead of a general impression.
- Evaluation pitfallsThe halo effect, leniency, severity and the weight of the last few weeks, with concrete examples.
- Constructive feedbackHow to say what isn't working without demotivating, and how to recognise what works without it becoming a formality.
- The evaluation conversationThe structure of a conversation that ends with a plan, not with tension.
- Preparing for calibrationHow to support your evaluations in front of fellow managers.
- Communicating pay decisionsHow to explain a decision based on ERS rules, including when it isn't the one expected.
How we work
A clear process, with your team validating every stage.
Preparation on real cases
We build the exercises around the roles and situations in your company.
The training session
Hands-on work, with simulated evaluation and feedback conversations.
Apply in the first cycle
Managers immediately use what they learned in real evaluations.
Follow-up and adjustment
We discuss what worked and where more support is needed.
What changes in the company
The result isn't one more document, but a clearer way of working for everyone.
- Evaluations done on time and fairlyManagers stop postponing a process they know how to lead.
- Conversations without conflictFeedback becomes a discussion about development, not a verdict.
- Trust in the systemPeople trust the evaluation when they trust the evaluator.
- Managers who lead instead of firefightingTime regained for actually coordinating the team.
Where it fits in the ERS system
Each service can be contracted on its own, but the greatest value appears when the pieces connect, just like roles in a production workflow.
Manager training
Fair evaluation and feedback without conflict
Frequently asked questions
Who is the training for?
Everyone who evaluates people: directors, department managers and team coordinators.
Can the training be done without implementing ERS?
Yes, as a standalone session on evaluation and feedback. It has the greatest effect, however, when managers practise directly on the evaluation model they will use.
Where does the session take place? Is it available in English?
At your company's premises or online, depending on the team. The session can be delivered in Romanian or English; we agree on the format during the initial conversation.