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Performance Management
Through 5 Key Conversations
Manage the development of
high-performing employees through collaborative and constructive
dialogue. By engaging employees daily in meaningful,
performance-related conversations, managers build relationships and
get results in a less awkward, more productive atmosphere.
Performance Management Through 5 Key Conversations is
designed to help managers identify their skill level in engaging
employees in 5 key types of performance-related conversations. The
instrument allows managers to create a profile of skill level in
each of the 5 Key Conversations (comparing self assessment with peer
feedback), providing insight on the areas for improvement.
Learning Outcomes
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Identify conversational areas in need
of development
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Compare perceptions with valuable
feedback from direct reports
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Develop vital performance-related
conversational skills
Theory
 Performance
Management Through 5 Key Conversations is based on a review of
relevant literature on performance management and coaching as well
as the authors’ extensive experience working closely with line
managers in global companies.
Each of the 5 Key Conversations between a manager and employee lead
to clarity in direction and shared ownership. The quality of these
conversations is determined by the extent to which mutual
understanding is reached. Thus, the manager’s ability to listen,
probe, and clarify are essential skills underlying all 5
conversations.
How It Works
The assessment presents 30 statements regarding current practices as
a manager in developing high-performing employees. In scoring the
assessment, participants determine their Overall Performance
Management Score. In addition, participants create a self-profile
showing scores for each of the 5 conversations. Feedback forms
submitted by peers provide the data to create a second — or
“feedback” — profile. Finally, to prepare for meeting with
employees, participants complete worksheets on each of the 5
conversations.
Uses for Performance Management
Through 5 Key Conversations
Performance Management Through 5 Key Conversations is
effective when used alone or as part of a management development
program (flexible enough to be used at various stages). The
instrument can be used in the following ways:
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To establish a new approach to
performance management in an organization
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To provide basic skills in performance
management for new managers or supervisors
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To suggest an alternate or
complementary approach to existing performance management
techniques being used in an organization
If the Feedback Form is used, the
manager should have at least 90 days of experience managing his/her
employees. It is ideal if the manager has been through a performance
review process with the employees who complete the Feedback Form.
What to Order/Product Contents
Order one Facilitator Guide per facilitator and one Participant
Guide per participant and up to 10 Feedback Forms per participant.
The Facilitator Guide features administrative and scoring
guidelines, transparency and handout masters, sample training
designs, and tips for conversation planning and development.
Facilitator Guide includes:
· Administrative guidelines
· Training design options
· Descriptions of The 5 Key Conversations
· Tips for conversation planning and development (includes lists of
typical employee concerns)
· Sample comparison charts
· Technical development
· Microsoft® PowerPoint® presentation (instructions for free
download)
Participant Guide includes:
· 30-item assessment
· Pressure-sensitive response form
· Descriptions of The 5 Key Conversations
· Tips for conversation planning and development (includes lists of
typical employee concerns)
· Diagram for comparing self assessment with feedback
· Action planning (worksheets based on The 5 Key Conversations)
Feedback Form includes:
· 30-item assessment
· Pressure-sensitive response form
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