Performance Management Through 5 Key Conversations

SKU 0593E1FG
Facilitator Guide
Select Components:

A company is only as good as the talent behind it. Performance management is critical, as the act of consistently and accurately evaluating employee performance is essential to both individual success and the overall success of an organization. You need to be able to manage the development of high-performing employees through collaborative and constructive dialogue. How? 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 five key types of performance-related conversations. This 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.

How It Works

Performance Management Through 5 Key Conversations is a process for establishing a shared workforce understanding of what needs to be achieved. It’s about aligning the organizational objectives with the employees' skills, competency requirements, development plans, and the delivery of results. HRDQ offers excellent performance management training materials to help improve retention, boost morale, and inspire employees to perform.

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 will create a self-profile, which will show a score for each of the five 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 five conversations.

Uses and Applications

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:

  • To establish a new approach to performance management in an organization
  • To provide basic skills in performance management for new managers or supervisors
  • To suggest an alternative or complementary approach to existing performance management techniques being used in an organization

Learning Outcomes

By the end of this assessment, participants will be able to:

  • Identify conversational areas in need of development
  • Compare perceptions with valuable feedback from direct reports
  • Develop vital performance-related conversational skills

Product Details

Product Type: Assessment and workshop. The Facilitator Guide is designed as a detailed resource tool used by the trainer to deepen participants’ understanding of the concepts throughout this workshop.

Target Audience: Managers and anyone who conducts performance evaluations.
Proficiency with each of five types of performance conversations:

  1. Orienting to new work
  2. Establishing direction
  3. Coaching for results
  4. Reviewing performance
  5. Developing others

Dimensions: Communication, directness, coaching skills, and leadership skills.

Time Required: 1.5 hours.

What to Order

Facilitator Guide: Order One Guide Per Trainer.

The Facilitator Guide includes background information, administrative guidelines, step-by-step workshop outline, and sample participant materials. Facilitator materials will be available as a digital download link in your order confirmation.

Paper Assessment 5-Pack: Order One Pack For Up to Five Participants.

The print version is ideal for facilitators who prefer to oversee scoring and administration of the assessment. It includes pressure-sensitive forms for manual scoring.

Paper Feedback Form 5-Pack: Use at Least Three Feedback Forms Per Participant. (Recommended)

The Paper Feedback Form is designed to check the accuracy of a coach’s perception, by allowing the coach to see how their peers perceive their style.

About the Authors

Marianne Minor, MSW, LCSW, is president of her consulting firm, Marianne Minor and Associates, based in San Jose, Calif. The firm focuses on leadership and organizational development. She has more than 15 years of experience in coaching executives and designing and delivering leadership workshops. She served on the faculty at General Electric’s Management Development Institute for five years. Her other clients include Pacific Gas and Electric, Adaptec, Lockheed, and Santa Clara University. She has a BA in psychology, a master's degree in social work, and is licensed for private practice as a clinical social worker. She also is the author of three books on management.