EP7 The end of the performance review a case study with Tim Baker
Tim Baker, of Winners at Work, joins Matt Brearley for the second part of his interview on Small Business Blitz. He takes us through a case study, showing how to implement the Five Conversations Framework. Tim is managing director of Winners at Work, and a respected international consultant who has worked with Boeing, Nokia, Singapore Airlines and many other notable companies. Learn what the results can be when a company replaces the yearly performance review with consistent, focused communication all year..
00:52 Review of the case-study
04:19 The Climate Review conversation
07:58 The Strengths and Talents conversation
11:17 The Opportunities for Growth conversation
14:57 The Learning and Development conversation
16:55 The Innovation and Continuous Improvement conversation
19:10 Case-study results
19:25 Follow through: setting up a cross-functional team
21:41 What problems were addressed?
23:48 Resources
"So you can imagine what a small business would be like if people were utilizing their strengths to even 10% more than they currently are. It's going to make a huge difference to productivity"
"If you build on an area that needs development, other areas improve as well; they're all interrelated. You don't go for everything. Just pick one or two things and work like anything to get results in those.”
"There were 150 conversations in this organization about innovation and continuous improvement. Now that's fantastic!...At least ten percent of those conversations are valuable and will improve the organization's capacity to make big changes."
Resources:
“The Five Conversations Framework is effectively a replacement for the traditional performance review system. It consists of five 10-minute conversations between managers and their staff over six months.”
These conversations are:
Climate Review: How employees feel about their job satisfaction, morale and communication.
Strengths and Talents: Asking employees what their strengths are and how they can contribute to the business.
Opportunities for Growth: The skills or knowledge in which the employee needs to grow.
Learning and Development: This is not necessarily just sending people off to courses and programs; it could be coaching them in the workplace about a particular aspect of the business.
Innovation and Continuous Improvement: Listening to suggestions about making the business more efficient and effective.
Links from this episode:
Winners at Work
The End of the Performance Review
Five Conversations Leaders Must Have
Organizing the Five Conversations Framework
The post SBB7: The end of the performance review a case study with Tim Baker appeared first on Small Business Blitz.
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