Agile2016 - Performance Appraisal Makeover
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The document discusses moving away from traditional performance appraisals that focus on individuals, and instead evaluating organizational ecosystems. It provides examples of how evaluating ecosystems through retrospectives, communities of practice, and problem solving sessions can work for small, medium, and large organizations. The presentation encourages attendees to think about what they want their organization to achieve in the next 12 months and how they can work together to accomplish it within 30 days.
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Agile2016 - Performance Appraisal Makeover
- 2. Omar Bermudez Performance Appraisal MAKEOVER Stop measuring people & Start evaluating your ecosystem @ocbermudez
- 3. Omar Bermudez – www.agilecafe.org Share Knowledge Respect Love Transparency Passion +19 years in the market I dramatically improve individual and organizational effectiveness. @ocbermudez
- 4. “It is not enough to change strategies, structures, and systems, unless the thinking that produced those strategies, structures, and systems also changes.” - By Peter Senge, The Dance of Change @ocbermudez Take few seconds to read this…
- 5. Agenda • Introduction • Is performance appraisal working today? • Your ecosystem • Case study: Small - Medium - Big organization • Let’s try it • Q&A • Thanks you! @ocbermudez
- 6. Long time ago…around 1900 I want “A” car… now! @ocbermudez
- 7. Today…2016 I want “THE” car…now! Comfortable in long rides… Fast…affordable…elegant… USER EXPERIENCE!! @ocbermudez
- 8. Why ? • 30 seconds individual brainstorming • 4 minutes sharing • 45 seconds TOP 3 per table Why do we use Performance Appraisals today? @ocbermudez
- 9. Why ? - Legacy Good Intentions? Not questions about it! • Giving feedback to employees • Evaluating employees • Promoting people • Legal purposes • Reduction of personnel • Pay-for-Performance Structure support • Motivating Superior Performance • Coaching @ocbermudez
- 10. But, do Appraisals work? •90%of Appraisal system were NOT successful •18%of respondents said their performance reviews were effective •48%of respondents calling them “second-guessing sessions.” •5%of H.R. professionals polled reported that they were “very satisfied” with their performance management @ocbermudez
- 11. Performances appraisals focus on individuals… @ocbermudez
- 12. What happens… • 30 seconds individual brainstorming • 5 minutes sharing • 45 seconds TOP 3 per table What happens when we focus on individuals? @ocbermudez
- 13. When you focus on individuals… @ocbermudez
- 14. When you focus on individuals… @ocbermudez
- 15. When you focus in individuals… @ocbermudez
- 16. When you focus on individuals… @ocbermudez
- 17. When you focus on individuals… @ocbermudez
- 18. Do you really want that? Stop it! @ocbermudez
- 19. I did it, and now? Take a look to your ECOSYSTEM @ocbermudez
- 20. How can you evaluate your ECOSYSTEM? Retrospectives Where? • At team level • At project level • At portfolio level • At leadership level • At the organization level @ocbermudez
- 21. What else? • Lunch & Learn • Open Spaces • Community of Practices (CoP) • Problem solving session • Book club • Coaching Dojo • Coding Dojo • MOB • Open Feedback • Experiment Lab @ocbermudez
- 22. Where do I keep all that information? Lunch & Learn Dev/SM/PO CoP Experiment lab Problem Solving Session Organizational Open Space Problem Solving Sessions . . . Improvement Backlog @ocbermudez
- 23. And should I use post-it or electronic board? Improvement Backlog @ocbermudez
- 24. Simple (not easy) process to deploy… @ocbermudez
- 25. Does it work in small organizations? Software Factory • Performance Appraisal – Twice per year (between 70-100 people) • Time spending: between 4 and 6 weeks • Experiment: Decrease time software director spend in this process. • Result: between 1 or 2 weeks (50%-60% of improvement) • New process: • Lunch & Learn 2 per months • DEV CoP 1 per week • SM Cop 1 per week • PO Cop 1 per week • Problem Solving Sessions – Internal and external open spaces – coaching dojo • Visibility: Kanban board with organization goals and team goals status & experiments • Games: Merit Money & Feedback Wall, LEGO Serious Play, Empathy toys - serious games - @ocbermudez
- 26. Small organization: Software Factory @ocbermudez
- 27. Does it work in medium organizations? Oilfield Service Company • Strategy Definition: 4 countries involved (LATAM) • Problem: Commitment with the plan – Strategy Execution – Performance appraisals not associated with the strategy. • Experiment: Strategy definition with all levels of the organization: around 100 people (C-Level, middle manager, operation) • Result: 100% of commitment in the new plan. They went from a spreadsheet score card with +250 things to do TO only focus in 15 things to do. With a clear plan to work in the next 12 months created for everyone. • New process: • Validate and measure progress of things we are focus • Everyone can add value to our plan • Problem solving sessions • New communication model • Visibility: Only one file with their activities and why they are doing each thing • Games: LEGO Serious Play @ocbermudez
- 28. Medium organization: Oilfield Service @ocbermudez
- 29. Does it work in large organizations? A Bank • Digital Bank transformation: 3 continents – 8 countries • Problem: So hard to transform a dinosaur. • Experiments: Become the number one digital bank in one of the countries. • Result: Done! With +30 scrum teams. They rolled up the same in every single country +150 scrum teams. (In progress) •New process: • SAFE framework • Retrospective & Demo every 3 months at portfolio and program level • Feedback loop by team • New communication model • Visibility: One file with around 150 projects only (global and local). • Games: Feedback cards, empathy games, board games. • Planning increment with +150 people. In some countries +600 peoples • Local leadership program – coaching teams @ocbermudez
- 30. Large organization: A Bank @ocbermudez
- 31. Let’s try it for us… What do you want to become in 12 months? @ocbermudez
- 32. Let’s try it for us… What do you want to do to become _______? @ocbermudez
- 33. Let’s try it for us… What do you want to do to become ________ in the next 30 days? @ocbermudez
- 34. Does it work? Ok, yes, where can I start? WHERE? • Executive level • Middle manager Level • Team Level • Individual Level • QA department • HR department • … What do you want to become in X months? @ocbermudez
- 35. “It is not enough to change strategies, structures, and systems, unless the thinking that produced those strategies, structures, and systems also changes.” - By Peter Senge, The Dance of Change And remember…. @ocbermudez
- 36. Please give your feedback… @ocbermudez
- 37. More to read and try… @ocbermudez
- 38. Q&A @ocbermudez
- 40. What About Me? +19 years in the market I dramatically improve individual and organizational effectiveness. Contact Info omar@zettago.com @ocbermudez www.zettago.com Omar Bermudez Blog: www.agilecafe.org
Editor's Notes
- Causes Sub Optimization
- Destroy innovation in companies
- Punish People
- Crash intrinsic motivation
- Demolishes relationships and teamwork