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.