The End of the Performance

Review

A New Approach to Appraising Employee

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Understand the argument why performance reviews are outdated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

Job 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

What is performance management?

Vision

Mission

Core Values

Job descriptions

Key Result Areas

Key Performance Indicators

Targets

(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 skills

Team role

Career role

Innovation &

Continuous

Improvement role

SOURCE: The End of the Performance Review

Climate Review

conversation

Job satisfactionMorale

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