Dr Tim Bakertim@winnersatwork.com.auwww.winnersatwork.com.au

Five Conversations Framework A Highly Effective Alternative to the Performance Review

What’s Wrong With

the Traditional

Performance Appraisal?

They are a costly exercise

Appraisals can be destructive

Appraisals are often a monologue rather than a dialogue

The formality of the appraisal stifles discussion

Appraisals are too infrequent

Appraisals are an exercise in form-filling

Appraisals are rarely followed up

Most people find appraisals stressful

What types of systems & processes are available?

Traditional approach Peer group approachDiscussion

•Military

•Power

•Manager judgment

•Relationship

•Agreement

•Mutual agreement

•Teamwork

•Multiple perceptions

•Peer group judgment

Opportunities for Growth

Innovation & Continuous Improvement

Roles people play in organisations

are more important than

the jobs they do...

The Work People Do

Job Role Non-job Roles

Technical skills Team role

Skill development roleInnovation & Continuous Improvement role

SOURCE: Baker, T. B. (2015) The End of the Job Description: Shifting from a Job-focus to a Performance-focus

Positive Mental Attitude & Enthusiasm

The 10 Most-Values Job Attributes 1. Enthusiasm/Positive attitude2. Good communication skills3. Self-motivation/Initiative4. Honesty5. Liking people6. Persistence7. Ability to work in a team8. Good organisational skills/Ability to work under pressure9. Willingness to learn10. Dependability/Dedication

Warner, 2014

The Five Conversations Framework

Date Topic Content Key Questions

Month 1 Climate review Job satisfaction, morale and communication

• How would you rate your current job satisfaction?

• How would you rate morale?

• How would you rate communication?

Month 2 Strengths and talents

Efficiently deploying strengths and talents

• What are your strengths and talents?

• How can these strengths and talents be used in your current and future roles in the organisation?

Month 3 Opportunities for growth

Improving performance and standards

• Where are opportunities for improved performance?

• How can I assist you to improve your performance?

Month 4 Learning and development

Support and growth • What skills would you like to learn?

• What learning opportunities would you like to undertake?

Month 5 Innovation and continuous improvement

Ways and means to improve the efficiency and effectiveness of the business

• What is the one way that you could improve your own working efficiency?

• What is the one way that we can improve our team’s operations?

Baker, T. (2013). The End of the Performance Review: A New Approach to Appraising Employee Performance

Benefits of the Five

Conversations Framework

ongoing dialogue

openness and directness

flexibility

timely information

more relaxed approach

“Tim Baker’s new book revolutionizes the way to view and conduct employee appraisals. His method is brilliant in its simplicity and highly effective in its approach. ‘The End’ for the traditional performance review but just the beginning for a ground breaking new model.” Marshall Goldsmith

Normally $39.95 but this special offer it will be $32 plus postage

tim@winnersatwork.com.au

20% discoun

t