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

66a1bb94b08fe5dcd07635a59681626c?s=47 Agile Singapore
November 08, 2013
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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?

66a1bb94b08fe5dcd07635a59681626c?s=128

Agile Singapore

November 08, 2013
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  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

  8. None
  9. improve company performance coach and guide employees feedback and communication

    salary and benefits management promotions termination and layoffs
  10. None
  11. None
  12. None
  13. “performance appraisals” quarterly reviews management by objectives

  14. None
  15. 1 is to 30? every 3 months?

  16. not working!

  17. rather than add overhead. make it semi-annual

  18. None
  19. None
  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
  23. None
  24. None
  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

  28. None
  29. None
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  31. they were not very receptive. more defensive

  32. they game their objectives for better rating

  33. None
  34. None
  35. None
  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
  38. None
  39. None
  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
  44. None
  45. improve company performance coach and guide employees feedback and communication

    salary and benefits management promotions termination and layoffs
  46. None
  47. improve company performance coach and guide employees feedback and communication

    salary and benefits management promotions termination and layoffs
  48. None
  49. improve company performance coach and guide employees feedback and communication

    salary and benefits management promotions termination and layoffs
  50. None
  51. improve company performance coach and guide employees feedback and communication

    salary and benefits management promotions termination and layoffs
  52. None
  53. None
  54. None
  55. None
  56. None
  57. None
  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

  63. None
  64. the end

  65. None
  66. Thank you! :-)