Performance Appraisals - The Bane of Agile Teams - Michael Mallete - Agile SG 2013

Presented in Agile Singapore 2013 Conference

Who among you have that uneasy feeling during each and every scheduled performance appraisal? Supervisors tend to dislike it, employees are repelled by it. And yet it is still practiced. We Agile practitioners do not lack the values and principles to drive ourselves to excellent performance. And yet get de-motivated by company policies and practices that operate under false assumptions. Performance appraisals try (and fail) to provide solutions to specific areas in the world of work. Worse, it risks driving a culture of disempowerment and direct towards individualism over collaboration. What do we do instead?

Transcript

1. Performance Appraisals The Bane of Agile Teams ! Michael Mallete Agile Coach/Trainer - Odd-e
2. Michael Mallete! mike@odd-e.com! http://odd-e.com software developer agile coach/trainer NOT an HR practitioner MANAGER!!
3. show of hands
4. “A performance appraisal is a systematic and periodic process that assesses an individual employee’s job performance and productivity in relation to certain pre-established criteria and organisational objectives.” ! - Wikipedia
5. • rated, described, and judged by another person, usually by the supervisor • periodic rather than per activity, project, or task • mandatory • induced by incentives • documented and kept by a person or department other than the employee
6. “the tale of two companies”
7. cross-functional self-managing continuously improving motivated
9. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
13. “performance appraisals” quarterly reviews management by objectives
15. 1 is to 30? every 3 months?
16. not working!
17. rather than add overhead. make it semi-annual
20. my manager has no clue about automated testing!
21. how can he rate me? let alone help me grow?!
22. the other manager has more experience. from now on he will evaluate you
25. we’re leaving. not promoted for years now. how come john was?
26. we talk about past mistakes that were corrected already
27. we have no clue where our ratings came from
31. they were not very receptive. more defensive
32. they game their objectives for better rating
36. 90% of appraisal systems are unsuccessful* 48% believe it is merely a “second-guessing” session** only 5% of HR professionals says they were “very satisfied”*** *Society for Human Resources **Industry Week *** Aon Consulting & Society for Human Resources
37. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
40. technical mentor agile coach career counsellor line managers
41. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
42. feedback and communications training program
43. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
45. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
47. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
49. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
51. improve company performance coach and guide employees feedback and communication salary and benefits management promotions termination and layoffs
58. no silver bullets. address each goal separately.
59. optimise the system. not the parts
60. appropriate people make decisions
61. cultivate culture. the process will follow
62. inspect and adapt
64. the end
66. Thank you! :-)