The Five Conversations Framework—A New Approach to Appraising Employee Performance
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The document introduces the Five Conversations Framework as a new method for appraising employee performance, addressing the pitfalls of traditional performance reviews such as infrequency and lack of dialogue. It outlines a monthly conversation plan focusing on topics like job satisfaction, strengths, growth opportunities, learning, and innovation. The framework aims to foster ongoing dialogue, flexibility, and a more relaxed approach to employee appraisal.
The Five Conversations Framework—A New Approach to Appraising Employee Performance
- 1. The Five Conversations Framework A New Approach to Appraising Employee Performance Dr Tim Baker tim@winnersatwork.com.au www.winnersatwork.com.au
- 2. The world of performance management The model Support tools
- 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
- 5. 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
- 6. Support Tools • Web-based management support system • Before and after survey • Webinars • Group coaching • Induction training • Senior management briefing
- 7. Benefits of the Five Conversations Framework ongoing dialogue openness and directness flexibility timely information more relaxed approach
- 9. “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 tim@winnersatwork.com.au 20% discount
- 10. Mod 1 – The Ingredients of Effective Feedback Mod 2 – Enhancing Your Personal Influence Mod 3 – Optimising Team Performance Mod 4 – Getting the Very Best from People Mod 5 – Understanding People and their Personalities Mod 6 – Facilitating Effective Meetings Next series starting on 13th of April More information from http://www.winnersatwork.com.au/lunch-n-learn/ tim@winnersatwork.com.au