The End of the Performance Review A New Approach to Appraising Employee Performance

Dr Tim Baker

Aims & Objectives

appreciate the constrains of the traditional appraisal system

understand the Five Conversations Framework and its application to your workplace

develop a deeper understanding of performance and the increasing importance of the non-job roles employees play in

organisations

Job PerformanceJob Performance

Individual attributes

Organisational supportWork effort

(Blumberg et al., 1982)

Capacity to perform

Willingness to perform Opportunity to perform

•Demographic•Competency•Personality

•Time•Budget•Tools•Instructions•Expectations•Procedures

•Level of effort•Direction•Persistence

A performance management framework

(Baker, 2009)

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

New Definition of Productivity

Kanter

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

“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

www.winnersatwork.com.au or Amazon