Dawning of a New Era: The End of the Performance Review

1,142 views

Published on

Yes, it’s that time of year again — when the groans of managers can be heard over the mere mention of the words, annual performance reviews. Many managers see performance appraisals as nothing more than an empty, bureaucratic exercise forced on them by HR.

Most organizational leaders are locked into the belief that that they need to conduct annual or bi-annual performance appraisals of their staff. Yet they acknowledge that the system is not working. HR managers are caught in the middle of all this.

The End of the Performance Review: A New Approach to Appraising Employee Performance is the title of a new book just released internationally by UK publishing giant Palgrave Macmillan. Its Australian-based author Dr Tim Baker will share his research of HR Managers and their reservations about the performance review.

Marshall Goldsmith, PhD US management guru and million-selling author had this to say about Tim's book:

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 the beginning for a groundbreaking new model.

Tim offers an alternative approach referred to as the Five Conversations Framework. The Five conversations Framework consists of five 10 to 15 minute conversations between the manager and his or her direct reports. These five conversations are done over a six month period and it is expected that a manager would have 10 short, focused and meaningful conversations with their team members every year.

This webinar will give HR professionals the opportunity to participate in what promises to be an enlightening and interesting discussion on moving from a culture of appraisal to one of development.

Published in: Business, Technology
  • Be the first to comment

Dawning of a New Era: The End of the Performance Review

  1. 1. Presented by: Dr. Tim Baker TLNT’s Webinar Series Presents: Dawning of a New Era: The End of the Performance Review Sponsored by:
  2. 2. Copyright © 2013. Infor. All Rights Reserved. www.infor.com 3 Infor Human Capital Management For more information, please contact: Daniel Quinn daniel.quinn@infor.co m | 214.272.5203
  3. 3. 3,048 Net new customers 2.7 BRevenu e $1 billion $2 billion Customer-focused 1,248 +Go lives 3 million Cloud subscribers
  4. 4. Specialized by industry Food & beverage Aerospace & defense Healthcare Automotive Chemicals High Tech Hospitality Distribution Equipment Industrial manufacturi ng Public Sector Fashion
  5. 5. Your workforce… Connected. Focused. Complete. HR management Talent management Learning management HR service delivery Workforce management Talent science
  6. 6. Infor HCM suite Solutions Customer Relationship Management Enterprise Asset Management Enterprise Financial Management Enterprise Performance Management Enterprise Resource Planning Human Capital Management Product Configuration Management Product Lifecycle Management Supply Chain Management HR service delivery HR management Learning management Talent science Talent management Workforce management
  7. 7. Request Source Assess Offer Disposition Hire/Promote Onboard Budget Forecast Control Schedule Request Track Calculate Define Cascade Align Analyze Evaluate Communicate Improve End-to-End HCM Assess Plan Register Learn Comply Certify Retain Your entire employee lifecycle powered by Infor HCM
  8. 8. Copyright © 2013. Infor. All Rights Reserved. www.infor.com 9 The Infor HCM advantage 47% lower employee turnover 65% improvement in payroll accuracy 45% increase in employee performance 20-50% reduction in annual cost per employee 59% reduction in overtime costs through accurate calculations
  9. 9. How can we help you? Daniel Quinn Daniel.Quinn@infor.com | 214-272-5203
  10. 10. The End of the Performance Review A New Approach to Appraising Employee Performance Dr Tim Baker
  11. 11. Aims & Objectives Appreciate the need to have regular developmental conversations with staff as a useful vehicle for managing staff expectations and performance Understand how you may use a structured Five Conversations Framework with staff Understand the argument why performance reviews are outdated and ineffective
  12. 12. 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
  13. 13. 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
  14. 14. Roles people play in organisations are more important than the jobs they do...
  15. 15. The Work People Do Job Tasks Non-job Tasks Technical skills Team role Career role Innovation & Continuous Improvement role SOURCE: The End of the Performance Review
  16. 16. Climate Review conversation Job satisfaction Morale Communication
  17. 17. Strengths & Talents conversation
  18. 18. Opportunities for Growth conversation What are my expectations as manager? How are you performing to those expectations? What can we do to help you meet my expectations? Are you committed to meeting those standards in the future?
  19. 19. Learning & Development conversation Technical-centered approach Person-centered approach Problem-centered approach
  20. 20. Innovation & Continuous Improvement conversation
  21. 21. Five Conversations Framework Implementation Process
  22. 22. benefits of the Five Conversations Framework ongoing dialogue openness and directness flexibility timely information more relaxed approach
  23. 23. “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 groundbreaking new model.” global leadership thinker and million-selling author or editor of 32 books, including the New York Times bestsellers, MOJO
  24. 24. 20% off the price Normally $35 plus postage You get my new book for $28 plus postage!! Send me an email tim@winnersatwork.com.a u by 12 midnight tonight

×