The document discusses the Five Conversations Framework created by Dr. Tim Baker for employee engagement and talent management. The framework involves having five structured conversations with direct reports over the course of a year to discuss topics such as job satisfaction, strengths, opportunities for growth, learning and development, and innovation. The conversations are meant to replace traditional performance reviews and foster ongoing dialogue, openness, flexibility and timely information exchange between managers and their teams. Regular use of the framework can help equip the workforce to become next-gen leaders and transform companies.

1. Five Conversations Framework
Dr Tim Baker
tim@winnersatwork.com.au
www.winnersatwork.com.au

2. Challenges &
Opportunities
Familiarise
yourself with
framework
Your role in
the process

3. Challenges &
Opportunities …
Relationship between the leader & team member are crucial for
employee engagement
Employee engagement and talent management strategies enable
companies to equip the workforce and transform them into next-
gen pharma leaders.
The answer to shaping the next gen pharma leaders is to drive
employee engagement and devise an effective talent
management strategy.
To counter such challenges, the healthcare industry must ensure
that their workforce has the required skill sets, flexibility, and are
responsive to the evolving landscape.
The global healthcare industry has undergone major
transformations over the last few decades owing to factors such
as technological advancements and evolving business models.

4. Roles people play
in organisations
are more important
than the jobs they
do...

5. The Work People Do
Job Role Non-job Roles
Technical skills
Team role
Skill development role
Innovation &
Continuous
Improvement role
SOURCE: Baker, T. B. (2015) The End of the Job Description: Shifting from a Job-focus to a Performance-focus
Positive
Attitude &
Enthusiasm

6. The 10 Most-Values Job Attributes
1. Enthusiasm/Positive attitude
2. Good communication skills
3. Self-motivation/Initiative
4. Honesty
5. Liking people
6. Persistence
7. Ability to work in a team
8. Good organisational skills/Ability to work under pressure
9. Willingness to learn
10. Dependability/Dedication
Warner, 2014

7. The Five Conversations Framework
Date Topic Content Key Questions
Month 1 Climate review Job satisfaction, morale
and communication
• How would you rate your current job satisfaction?
• How would you rate morale?
• How would you rate communication?
Month 2 Strengths
and talents
Efficiently deploying
strengths and talents
• What are your strengths and talents?
• How can these strengths and talents be used in your current and
future roles in the organisation?
Month 3 Opportunities
for growth
Improving performance
and standards
• Where are opportunities for improved performance?
• How can I assist you to improve your performance?
Month 4 Learning and
development
Support and growth • What skills would you like to learn?
• What learning opportunities would you like to undertake?
Month 5 Innovation and
continuous
improvement
Ways and means to improve
the efficiency and
effectiveness of the business
• What is the one way that you could improve your own working
efficiency?
• What is the one way that we can improve our team’s operations?
Baker, T. (2013). The End of the Performance Review: A New Approach to Appraising
Employee Performance

8. Your role
• Make the conversations a priority
• See this as an opportunity to develop a
new skills-set & engage team
• Tune in to the support webinars
• Ask questions; don’t talk too much
• Actively listen
• Remember you are in the people
business, despite what you may think

9. Benefits of the
Five
Conversations
Framework
ongoing dialogue
openness and directness
flexibility
timely information
more relaxed approach