Traditional vs Agile Performance management

Agile is in vogue. Not only is Agile methodology being embraced by software development teams for managing their projects but it is also proving to be a game-changer in other important areas such as performance management.

Popularly known as Agile performance management, it is a collaborative, continuous feedback and development practice.

It was primarily introduced to overcome limitations of traditional performance management such as once a year performance review, with little to no feedback, that gave no scope for development to the employees or the managers. It focused more on processes to measure the employee’s performance over the whole year which later ended up having an unanticipated effect of managers focusing on employee’s weaknesses.

There needed to be a more dynamic performance management practice that could evolve and adapt according to the changing environment.

Continuous improvement is the key. The three key aspects of Agile Performance Management are regular feedback, communication and coaching that bridge the gap between goal setting and performance evaluation. It focuses as much on the process as the end goals.

Here are a few ways you can introduce agile performance management in your organisation.

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