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: • Appreciate the need to shift from performance appraisal to performance development. • Be updated on what other organisations are doing to replace the traditional performance review. • Implement the Five Conversations Framework in your organisation.

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