the five conversations framework
TRANSCRIPT
Outcomes
Familiarise yourself with the process of the Five Conversations Framework
Familiarise yourself with each of the five conversations in the framework
Understand why performance reviews are outdated & ineffective
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
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
Opportunities for Growth
Innovation & Continuous Improvement
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
Positive mental attitude & enthusiasm
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-centred approach
Person-centred approach
Problem-centred approach
Innovation & Continuous
Improvement conversation
Benefits of the Five Conversations
Framework
ongoing dialogue
openness and directness
flexibility
timely information
more relaxed approach
