More on Five Conversations Framework
Introduction
This framework involves replacing traditional performance reviews with a continuous cycle of 5 types of short, structured conversations; with each addressing specific barriers to development and performance.
| Conversation Type | Purpose | Timing/Frequency |
|---|---|---|
| 1. Climate Review Conversation | Build trust, clarify expectations and understand how each person feels about the work environment; it involves improving job satisfaction, morale and communications. | Quarterly or as needed |
| 2. Strengths & Talents Conversation | Identify and leverage an employee’s natural strengths and motivations now and in the future. | Quarterly |
| 3. Opportunities for Growth Conversation | Discuss areas for development and future potential so that on-the-job performance improves. | Quarterly |
| 4. Learning and Development Conversation | Translate growth goals and opportunities into concrete learning actions and experiences with suitable support. | Quarterly |
| 5. Innovation and Continuous Improvement Conversation | Encourage creativity, process improvement and shared ownership in order to improve workplace efficiencies & effectiveness. | Quarterly |
These are brief (15–20 minutes) but frequent, high-trust, high-quality conversations; together they form a developmental “rhythm.”
Use this framework to replace formal performance reviews which are of limited value in increasing performance.
(main source: Tim Baker, 2025a)