Key Elements of Agile Performance Management
Some HR leaders may look at agile performance management and think it’s possible. It is! It requires a complete shift if that way you look at managers and employees.
The first key element of agile performance management is regular manager check-ins. These allow for real-time feedback on goals, progress, and any necessary adjustments. However, managers need to be trained in agile performance management. They can’t just change course! Agile performance management training takes time. Managers can follow this guideline and have regular check-ins with HR and their own managers when they have questions.
Another essential aspect is goal setting. While annual goals still matter, it’s important to be a little more flexible than that. Instead of annual reviews, agile organizations set short-term goals. During those 1:1s, they can then be reviewed and adjusted. Why should you do this? This flexible goal-setting process allows employees to stay focused on what matters.
Feedback loops also play a crucial role. By providing ongoing feedback, both positive reinforcement and constructive criticism lead to growth. Mangers often feel uncomfortable giving feedback, but it’s easier in smaller bites. When they are able to pull from the preview week or month, they can be smarter about how they deliver feedback.
Collaboration is fundamental as well. Encouraging teamwork helps create a culture of transparency, trust, and support among colleagues. Most workplaces lack this, according to Gallup! If you take some time to build collaboration, you’ll see increased productivity and success. You may also notice better retention numbers!