5 Tips for Implementing Agile Performance

Andrew Kouba,
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It’s no secret that most organizations are dissatisfied with their performance management system, which is why many organizations are making the change to an agile performance management system. However, moving to an agile performance management system can seem like a daunting task, but with careful planning, testing and execution, it can be much easier. Below are a few tips from Tracy Cini, director of Human Resources, Avid Solutions, and who have recently implemented an agile performance program using SilkRoad Agile Performance.  If you have decided to activate your talent and transition to an agile performance management system, these tips can help.

Tip #1—Thoroughly consider the transition

You need to have the basics in place—goals, a transition plan, training and communication. While technology plays an important role, it won’t take the company to this new place on its own. An easy-to-use solution, like SilkRoad Check-in app, supports ongoing success.

A tip Alexandra Levit gives on our recent podcast, is to consider rolling out the plan with one department or a test group to identify issues before it’s implemented company wide.

Tip #2—Gain senior management buy-in

An agile performance program impacts every level of the organization, so your senior management team needs to be 100% aligned with the change. You can gain support by showing expected results, examples of what will change, and the wins for managers and employees.

Tip #3—Separate compensation and performance ratings

Many companies use the review process to justify compensation. For agile performance to succeed, your organization needs to candidly discuss disconnecting compensation and performance ratings. Without this conversation, and a plan, you’re not ready. Be sure to thoroughly explain any changes to the compensation plan and set goals accordingly.

Tip #4—Teach people how to provide feedback

Agile performance conversations mean that giving feedback expands—peer to peer, peer to manager and employee to non-reporting managers. For constructive conversations, everyone needs to be on the same page about what to share and how to present information. Teaching how to give performance reviews can be valuable for activating managers. Be sure to train employees on how to give cross team feedback as well. Open communication is a key factor in activation your talent.

Tip #5—Join learning and performance at the hip

Learning is not stagnant. Performance is not stagnant. When you connect learning and performance, it creates continuous employee development that supports company goals. Agile performance conversations play a critical role in supporting this connection, especially with millennials who prefer steady feedback. When training and performance are combined, you give your employees the tools they need to accomplish goals and deliver positive business outcomes.

Implementing an agile performance management system is just one step on the journey to activating your talent. Click here to read how Avid Solutions activated their talent and made the switch to an agile performance management system.

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