Aspects of Agile Performance Management are being discussed and implemented more and more amongst CEO’s, HR leaders, and managers throughout businesses all over the world. There’s no secret why. Years worth of studies prove the old way of performance management does not work. Experts agree. As great leaders say: “if you come to me with a problem you better have an idea for a solution.” We’ve produced the first ever Agile Performance Management Framework (downloadable). This framework is backed by research and 3 years of building a venture-backed startup with 2 of Atlanta’s most successful entrepreneurs AND our work with thousands of managers, HR executives, and CEO’s seeking to improve productivity and results throughout their organization and team.
The Groundswell of Change
For an industry that prides itself on setting the bar high and achieving greatness, the numbers around efficiency and satisfaction speak otherwise.
There is no question traditional performance management is outdated and ineffective. Towers Watson Talent Management report titled Performance Management Isn’t Working, Programs Not Keeping Up with Evolving Business Needs, found that 45% of employers did not see value in the systems they use and 56% of companies say that managers lack necessary skills and time to manage performance really well.
Towers Watsons’ findings were not outliers. Deloitte reported that 58% of of HR executives considered traditional reviews an ineffective use of a manager’s time.
CEB reported the average manager spends approximately 210 hours (or 5 weeks) doing traditional appraisals a year. Imagine if that time was spent towards more productive management practices.
Even the Oracle from Omaha, Warren Buffett, agrees that people “work on a bit of things that aren’t productive.”
Study after study and report after report prove that traditional performance management is ineffective resulting in a significant need for a solution.
Experts Predict A Coming Change
Experts agree: there is a better way.
Marcus Buckingham’s monumental piece in Harvard Business Review titled Reinventing Performance Management lead to numerous follow-on stories around traditional performance management and the performance management revolution coming.
The research is clear and the theories are sound. Now is the time for leaders in the arena and innovators at every company to do more than see the writing on the wall but take action.
Our Framework below was inspired by the Human Capital Institute (HCI) and their recent study titled: Agile Performance Management: HR’s Next Big Move. Bucketing categories for Agile Performance Management is the first, powerful step of the framework.
Inspired by HCI and proven through our experience working with hundreds of happy customers at WideAngle (read 41 five star reviews of our product), our framework is the first ever Agile Performance Management Framework.
We hope you enjoy and look forward to reading your feedback!
The 6 Pillars of the First Ever Agile Performance Management Framework
1) Effective, Continuous Feedback: This is the rock. Every manager is required to lead their team. Great leadership spawns from great communication. Managers must communicate regularly and individually with their direct reports frequently in order to most importantly build a quality relationship but also evaluate goals, manage performance, and develop the necessary skills to succeed.
2) Agile Goal Setting: What do you talk about? Clear, simple, and agile goals are our beacons. Goals are not exclusively set by a corporate mandate, but also from the direct report. We spend too much of our life at the office to not want to get better. Mutually defined goals inspired from the direct report’s ambition and the manager’s performance expectations are the two sides of tightly sewn stitch.
3) Coaching for Performance: Effective, continuous feedback around performance conversations provide a clear playing field, level-set expectations, and rarely leave any rancorous surprises. Framing conversations around the direct report’s performance puts their best interest first — which lead to the company’s best interest.
4) Skill-Based Development: Skill-based development is a mixture of company required skills to advance, mixed with long-term career skills reflecting the larger vision of the direct report. Every great professional knows their strengths and weaknesses.
5) Social Recognition and Rewards: When providing clear and meaningful recognition and rewards, motivation picks up significantly.
6) Workflow integration: Agile Performance Management is about empowering the manager, not burdening them. It’s the job of HR and the manager to map their Agile Performance Management strategy into the existing workflow of solutions necessary and already purchased to get the job done.
Below is the First Ever Agile Performance Management Framework.
There’s more to come on this Agile Performance Management framework in the future. For now, I hope you can take this graphic and use it. We welcome you to share it wherever you’d like and even adapt it for your own needs. We just ask that you give credit to WideAngle as you share it.
I absolutely love this framework, so I constantly share it on calls with our customers and prospects. The reactions are beautiful, with many saying, “I can use this in my 2017 agile performance management plan!” Do you think you could too?