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.

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

8. tim@winnersatwork.com.au
0413 636 832

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