Agile Performance Management has 3 core values that make it effective. From the outset, “Agile Performance Management” sounds good but what does it really mean for a company to adopt an APM process?  

3 Simple Core Values of Agile Performance Management:

1. Communication Is Everything

CEOs, Senior Management, and HR should first know whether or not leaders in the organization are having structured, formal conversations around development, career conversations, and performance at least once a month. When we ask senior management, HR, or CEO’s if the leadership is doing 1:1’s with their direct reports, one of two answers almost always follows: “I hope so” or “they better be.” Agile Performance Management not only saves immense time for the managers (by automating the manual task of their 1:1 workflow), but now senior leadership can verify with data, which managers are having proactive, constructive communication with their direct reports. Of the 6 pillars of Agile Performance Management the pillar of continuous, effective feedback is the most important.

2. Clear Objectives and Action Items Drive Behavior

What are the top 5 objectives, goals, actions items you want to accomplish this week? Can you name them off immediately? Probably not. Here’s why: objectives or goals can mean many things to many people. For example, is my objective to lose 10 lbs or is it to go to the gym 4 times this week? Many employees have a difficult time deciphering through objectives, goals, and action items – this is where great managers have the best opportunity to develop their strategic thinking and prove it to the rest of the company. One of the manager’s job is to filter through what is important and set weekly action items that help develop the employee while executing the company plan. Fall in the love with the system.

3. Empowering The Manager Empowers the Employee

When you empower the manager, you empower their direct reports. As a CEO or manager of managers, when you promote a team member to lead, you have placed great responsibility in their ability. Great HR directors and CEO’s do everything in their ability to empower the manager. Agile Performance Management is loved by managers because it follows a traditional workflow they are already doing: 1:1 meetings (the best Agile Performance Management Tactic). Managers in your organization are undoubtedly having 1:1 meetings, according to Harvard Business Review and any leader who’s worth a damn know, it’s what great managers do. When managers are empowered, direct reports succeed.

Agile Performance Management ensures the strategic plan set by leadership is being accomplished throughout the company. Progressive managers either champion it up and throughout the organization (and look like a genius) or the CEO spreads it across the organization making sure employees are developing, performing, and executing the plan.