No formal HR qualification is required. Use invented examples for practice and avoid including private personnel information. Feedback should relate to observable work and appropriate responsibilities; formal employment procedures require the organisation’s current policies.
About this course
Develop a more structured approach to giving and receiving performance feedback with this free Management Courses training. All 20 source recordings are retained, covering principles, timing, preparation, formal processes, different models, receiving feedback, bias and difficult situations. The course treats feedback as a continuing management responsibility linked to useful action.
Course at a glance
| Provider / Teaching team | Management Courses |
|---|---|
| Platform | YouTube · Management Courses |
| Access | Free Video |
| Level | Beginner |
| Language | English |
| Videos | 20 |
| Video duration | 2h 3m · allow extra time for practice |
| Format | Self-paced recorded training |
| Certificate | Not included with video viewing |
What you’ll learn
- Plan feedback around observable behaviour, a clear purpose and an appropriate setting.
- Compare structured ways of giving feedback rather than relying on a memorised phrase.
- Ask for, receive and act on feedback about your own work.
- Recognise bias and prepare for situations in which a feedback conversation becomes difficult.
Skills you’ll gain
- Performance feedback
- Feedback planning
- Listening
- Receiving feedback
- Bias awareness
- Development conversations
Course Overview
The sequence starts with the purpose and principles of feedback before discussing types, timing, planning and a formal process. It then compares models and practical tips, followed by receiving and acting on feedback. Later recordings address 360-degree feedback, failure, bias and performance improvement, along with several named authors’ approaches. Every source video remains available. A useful feedback conversation distinguishes an observation from a judgement and connects the issue with a realistic next step. Use the models to prepare thoughtfully, while adapting the conversation to its purpose and the working relationship.
How to study the course
- Start with the principles and preparation lessons. Identify the specific behaviour, its effect and the question you want to explore.
- Compare the models using one fictional example. Check whether the structure makes the message clearer without disguising the issue.
- Use the receiving, bias and challenge lessons to prepare both sides of a conversation and decide how progress will be reviewed.
Use the searchable classroom lesson list to revisit a specific explanation. Pause after a useful demonstration, reproduce a small example and explain the result in your own words. Keep a short note of what worked, what changed and what you still need to understand before moving on.
Who is this for?
This course suits managers, supervisors and professionals who give or receive workplace feedback. It is useful when a conversation has become vague, defensive or disconnected from practical improvement.
Before you start
No formal HR qualification is required. Use invented examples for practice and avoid including private personnel information. Feedback should relate to observable work and appropriate responsibilities; formal employment procedures require the organisation’s current policies.
Put the lessons into practice
Write a fictional example in which a team member’s report repeatedly arrives late. Separate the facts from your assumptions, then prepare a feedback conversation using one model from the course. Include an open question about the cause, an agreed next step and a review date. Draft how you would respond if the person raises a reasonable concern. Finally, reverse roles and write how you would ask for and act on feedback about your own management of the reporting process.
This optional activity is provided by WikiFree for independent practice. It is not a graded assignment from the instructor. Keep your working notes, check the result against the task you defined and return to the relevant lesson when an assumption or technique is unclear.
Certificate / Assessment
Watching the public videos and using WikiFree progress tracking does not award a certificate, exam voucher, academic credit or instructor assessment.
Use your practice output to review what you can now explain and repeat independently. Completion tracking records your study progress; it does not replace an assessed qualification or professional experience.
Use this course in a learning path
- Free Performance Feedback Conversations Learning PathCourse resource in this path
- First-Time Team Leader Career Path: Courses and Portfolio ProjectResource 03
Related courses for your next step
- Place feedback in a manager's roleGoogle People Management
See how feedback fits with coaching, goals and work allocation.
Focus: Manager mindset · Team effectiveness
Beginner - Develop self-awareness in conversationsEmotional Intelligence for Managers
Explore emotional regulation and social skills alongside the mechanics of giving feedback.
Focus: Self-awareness · Reflective management
Beginner - Extend from individuals to teamsManaging Workplace Teams
Study the team norms and collaboration issues surrounding individual performance.
Focus: Team development · Team leadership
Intermediate
Compare course focus, level and study time
| Course | Level | Focus | Study time |
|---|---|---|---|
| This course — Performance Feedback: Free Course | Beginner | Performance feedback · Feedback planning · Listening | 2h 3m of video; practice time is additional |
| Free People Management Course: Coaching and Team Leadership | Beginner | Manager mindset · Team effectiveness · SMART goals | 1h 24m of video; practice time is additional |
| Emotional Intelligence for Managers: Free Course | Beginner | Self-awareness · Reflective management · Self-regulation | 2h 36m of video; practice time is additional |
| Managing Workplace Teams: Free Course | Intermediate | Team development · Team leadership · Collaboration | 6h 34m of video; practice time is additional |
Frequently asked questions
Is this course free to watch?
Yes. The public video lessons can be viewed in the WikiFree classroom. Free viewing does not include paid software, service subscriptions, provider membership benefits or a credential.
How long does the course take?
The 20 source videos total approximately 2h 3m. Allow additional time for pausing, practice, reviewing an example and checking your own result.
What background do I need?
No formal HR qualification is required. Use invented examples for practice and avoid including private personnel information. Feedback should relate to observable work and appropriate responsibilities; formal employment procedures require the organisation’s current policies.
Does watching the course award a certificate?
No. Video viewing and WikiFree progress tracking do not award a certificate, credit or an exam voucher.
Can I study on a phone?
Yes. The classroom has a responsive player and searchable lesson list. A larger screen and suitable practice environment are helpful for following software demonstrations or technical examples.
Provider: Management Courses. Videos play from the Management Courses channel on YouTube.
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