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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.
Citation preview
Presented by: Dr. Tim Baker
TLNT’s Webinar Series Presents:
Dawning of a New Era: The End of the Performance Review
Sponsored by:
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Infor Human Capital ManagementFor more information, please
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The End of the Performance Review
A New Approach to Appraising Employee
Performance
Dr Tim Baker
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
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
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
Roles people play in organisations are
more important than the jobs they do...
The Work People Do
Job Tasks Non-job Tasks
Technical skillsTeam role
Career role
Innovation & Continuous Improvement role
SOURCE: The End of the Performance Review
Climate Review conversation
Job satisfaction Morale Communication
Strengths & Talents
conversation
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?
Learning & Development conversation
Technical-centered approach
Person-centered approach
Problem-centered approach
Innovation & Continuous
Improvement conversation
Five Conversations Framework Implementation Process
benefits of the Five Conversations
Framework
ongoing dialogue
openness and directness
flexibility
timely information
more relaxed approach
“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
20% off the priceNormally $35 plus postageYou get my new book for
$28 plus postage!!Send me an email
by 12 midnight tonight
