In comparison to traditional performance management, which tends to measure an employer’s performance over an entire year, agile performance management promotes collaborative, continuous development. The Upraise site shares an abundance of information about this concept, but essentially it revolves around three key areas: feedback, communication and coaching.
There’s no time to waste when it comes to business. Time is money, after all, which is why agile performance management encourages ongoing constructive feedback. This replaces old-fashioned methods of annual or bi-annual reviews – which can see employees maintain the same bad habits for long periods of time – and encourages instant shakeups where staff members are advised on how to proceed according to their individual strengths and weaknesses.
If a call centre worker is taking too long to wrap up calls, for instance, they may be given a more challenging target for the good of their company with additional training to ensure they can handle the new expectations. Similarly, a content writer who is excellent at delivering grammatically-correct copy but who fails to hit deadlines can work on their organisational skills.
Thankfully technological advances including software plugins make it simple to carry out 360-degree reviews for a more rounded assessment of employees.
Communication has come on leaps and bounds in recent years with the dictator-like discussions of traditional performance management being replaced by two-way conversations. With agile techniques, the opinions of employees matter and they’re often given the opportunity to voice their concerns or doubts – rather than being expected to take everything on the chin.
The result? A happier, more contented workforce. Creating an upbeat, fun and hardworking company culture takes tolerance and understanding which is why agile performance management strives to get rid of any underlying resentment and negativity. Happy staff tend to work much more effectively than those with grievances and therefore communication is crucial when it comes to keeping the peace and driving a company forward.
Often, employees are expected to achieve unrealistic goals without any professional coaching, let alone ongoing appraisals. This can lead to severe discontent at work as well as increased poor performance and a bad attitude – but agile performance management works to change all of this through communication and education. Coaching is a key feature of this modern business strategy with all staff (no matter what their hierarchy) being pushed to succeed.
As well as gaining new qualifications, coaching can also be as simple as setting and receiving goals on a regular basis and doing everything possible to achieve targets made. Goals for the organisation as well as individuals should also be discussed with everyone being clear as to the overall objectives.
As you can see, agile performance management is all about continuous assessment and fixing problems as soon as they arrive. It’s about making employees feel valued while simultaneously ensuring they give their best at every opportunity and is a much more modern approach to managing staff.