PERFORMANCE ENHANCEMENT SYSTEM FOR AGILE TEAMS

Abhishek Johri

Shaping Up a ‘wow’ team

WHO AM I

WHAT IS IT AND WHY IS IT• It is the systematic process by which the management involves its

employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals.

• Evaluate individuals and teams and suggest course correction measures.• Recognize and reward high/low performers.• Eventually create a team of motivated, passionate, highly skilled developers

committed to client’s success.

CURRENT WAY OF DOING • Brief meeting once or perhaps twice a year• Discussions focussed on mistakes, emotions are negative and

demoralising• Largely bereft of objectivity, discussions are centred on recent activities

leading to unfair evaluations and unsubstantiated allegations and remarks.

• Excellent way of settling old scores and promotes manager fiefdoms.• In the run up to appraisal time, tremendous spurt in activities and traction

on floor.• Lack of context and opacity in rating mechanism affects meritocracy.

SEMBLANCE OF OBJECTIVITY• Utilization %• Number of unplanned leaves• Trainings attended• Number of late stays and weekend turn ups.• Flexibility, openness, team spirit, attitude, communication skills.• Involuntary Attrition score for managers.

WHERE WE STAND NOW• Average Utilization % across IT is around 70%.• An average 62% are unhappy with their appraisal discussions.• A whopping 76% feel their appraisal meeting as most stressful.• 61% feel better management support can make a difference.

AGILE TEAM VALUES

Technical Competency

Courage

Communication

Accountability

Team Player Quality CommitmentPassion for Client Success

Openness

Transparency

Energy

THE WAY FORWARD – AGILE TEAMS

M.O.R.P.H REPORT• Mission – whats your mission here. What drives you.• Objectives – what are the top 3-5 things you’d want to achieve this

quarter• Results – how would you measure your success of your objectives. • How would you say you are done.• People – what changes you need from people perspectives, team

formation, new hiring, special skills needed• How – how did you do in the past quarter.

I-GROW• Just like estimations and pokering, we sit together monthly and rate

ourselves and each other on org values.• Scored averaged out to arrive at final scores.• Define your own plan on action and share your progress on previous

action plan.

TO SUM IT ALL• Let teams be in charge of their individual and team growth. • Let them self organize and take ownership of their career.• Manager’s roles should be finetuned to just one job – remove all obstacles

to help team develop an awesome software.• Be agile in adopting and adapting performance systems.