Many organisations are abandoning their traditional performance review. But what are they replacing it with? There is a bewildering array of possibilities out there. But the key is to shift the emphasis from performance appraisal to performance development. In this presentation, I explain the Five Conversations Framework and how it can be easily implemented to facilitate extraordinary results in performance improvement. Learn how this framework can be applied in your organisation easily and effortlessly. By the end of this broadcast, you will be able to: • Understand what other organisations are doing to replace the traditional performance review; • Implement the Five Conversations Framework; and • Appreciate the need to shift from performance review to performance development.

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

15. Opportunities for Growth

16. Innovation & Continuous
Improvement

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