The Five Conversations Framework: A Highly Effective Alternative to the Performance Review
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Dr Tim Baker [email protected] www.winnersatwork.com.au Five Conversations Framework A Better Alternative to the Performance Rev
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Transcript of The Five Conversations Framework: A Highly Effective Alternative to the Performance Review
Dr Tim [email protected]
Five Conversations Framework A Better 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
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