Damian PereraMonitoring & Evaluation Specialist| ChrysalisMellawagedara, Western Province, Sri Lanka
Since traditional performance management is not sufficient to assess the contribution of employees, agile performance management is replacing traditional performance management as an effective approach to manage employee performance throughout the year.
What benefits have you derived from agile performance management? How can we implement agile performance management in projects to drive effective performance? Saving Changes...
What do you mean by "agile" performance management?
Do you mean a shift from individual performance evaluation to a balanced evaluation of individual and team-level evaluation or are you referring to a leaning out of the overall performance management process?
Kiron Saving Changes...
Sergio Luis ConteHelping to create solutions for everyone| Worldwide based OrganizationsBuenos Aires, Argentina
One thing is clear: if you do not use the word "Agile" with everything you say or write then you are considering ugly, dirty, bad and in my case due to my age "out of fashion" too. Saving Changes...
It is not clear the term "agile" performance management. I was thinking if it refer the performance of the Management responsible to tackle Project supposed to be executed using any of the agile approaches ...
I suggest to make the definition of the term clear, to get get valid contributions. Saving Changes...
Farouq ZaababResearcher, Coach, Trainer, Consultant| FreelancerSohar, Oman
Hi Damian,
Great question. Agile performance management differs from traditional performance management in three ways: feedback, communication and coaching.
Take a traditional performance management scenario, the boss calls you in at the start of the year to set goals, then again at the end of the year for the dreaded performance appraisal. This is poor feedback. Agile feedback is different since it does not only come from your boss, but from the whole team, and not only once a year , but continuously (360 feedback).
The second point is communication which is closely tied to feedback. Traditionally, you communicate up through the hierarchy either bottom up or top down. In an agile environment, however, the field is plain and communication is two way.
Coaching is a luxury and sometimes a hassle in traditional performance management. This does not hold true in agile since it is Kaizen based; continuous improvement is not a luxury, it is built into the performance management system.
I hope this answered at least one of your questions. I must say that this is more of an HR related question, and I suggest you google Josh Bersin and read his research on this topic. It is very informative and raises as well as answers the same questions you asked. Saving Changes...
Damian PereraMonitoring & Evaluation Specialist| ChrysalisMellawagedara, Western Province, Sri Lanka
Thank you very much Farouq for your contribution. This answers many questions raised above related to the approach. Yes, it's HR related. I am exploring whether this approach can be applied in projects. Saving Changes...
I think agile performance management is an approach that tends to appreciate the efforts of employees as everybody plays a part and the team is responsible for the overall output Saving Changes...
