The Five Conversations Framework: A Highly Effective Alternative to the Performance Review
Download as PPT, PDF2 likes178 views
The document critiques traditional performance appraisals, highlighting their ineffectiveness and stress-inducing nature. It introduces the 'Five Conversations Framework' as a better alternative focused on ongoing dialogue, employee strengths, growth opportunities, and innovation. The framework fosters a more relaxed and constructive approach to performance management, promoting open communication and continuous improvement.
The Five Conversations Framework: A Highly Effective Alternative to the Performance Review
- 1. Dr Tim Baker tim@winnersatwork.com.au www.winnersatwork.com.au Five Conversations Framework A Better Alternative to the Performance Review
- 3. 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
- 4. 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
- 17. Roles people play in organisations are more important than the jobs they do...
- 18. The Work People Do Job Role Non-job Roles Technical skills Team role Skill development role Innovation & 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
- 19. The 10 Most-Values Job Attributes 1. Enthusiasm/Positive attitude 2. Good communication skills 3. Self-motivation/Initiative 4. Honesty 5. Liking people 6. Persistence 7. Ability to work in a team 8. Good organisational skills/Ability to work under pressure 9. Willingness to learn 10. Dependability/Dedication Warner, 2014
- 20. 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
- 21. Benefits of the Five Conversations Framework ongoing dialogue openness and directness flexibility timely information more relaxed approach
- 22. “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