Several well-known international companies such as Deliottes have abolished their performance appraisal system. Others such as the BBC in the UK have scrapped their ratings system. There is a distinct shift away from the performance appraisal of employees toward performance development. Is this a wise move? At the end of the webinar, you will: • Understand the difference between performance development and performance appraisal and why how they should be done. • Apply several tools for developing a culture of conversation around the development of performance. • Understand why several organisations are moving away from traditional performance reviews and what they are replacing them with.

1. The End of the Performance Review
A New Approach to Appraising Employee Performance
Dr. Tim Baker
tim@winnersatwork.com.au
www.winnersatwork.com.au
In association with

2. Understand why
performance reviews
are outdated &
ineffective
Shifting from
performance appraisal
to performance
development
Familiarise yourself
with the process of the
the Five Conversations
Framework

5. 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

6. 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

16. For more information about this
methodology,
go to http://www.hipsys.com

17. Opportunities for Growth

18. Innovation & Continuous Improvement

20. Roles people play in
organisations are more
important than the jobs
they do...

21. The Work People Do
Job Role Non-job Role
Technical skills
& Tasks
Team role
Career 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 role

24. Benefits of the Five
Conversations
Framework
ongoing dialogue
openness and directness
flexibility
timely information
more relaxed approach

25. Dr Tim Baker
tim@winnersatwork.com.au
www.winnersatwork.com.au
“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, PhD
Global leadership thinker and million-selling author or editor
of 32 books, including the New York Times bestsellers, MOJO
and What Got You Here Won’t Get You There .