Re: Performance Reviews
| Newsgroups | gmane.comp.programming.scrum.general |
|---|---|
| Message-ID | <[email protected]> |
What an interesting thread! For individual performance improvement we use this approach that I wrote about last year at my company and it is very well-received (the feedback people receive from their peers is generally accepted and with gratitude): http://bit.ly/cl-feedforward Also, when I first started I was the manager (now I'm the agile coach), and I took the radical step of simply refusing to participate. We have a bonus plan that is based on company performance -- each department receives enough cash to pay out a percentage of everyone's salary and the head of that department can allocate it how they want. So I said pay everyone at 100% of their allocation. There was a brief hot moment, but I shared with them how hard it is to pin down individual performance and what it does to team cohesion and they backed down. It also helped to build up a relationship with executives and a lot of transparency so they could see how much better the environment was than before I worked there, so they trusted my judgment. I have in the past used these articles: http://www.strategy-business.com/article/00275?gko=c442b http://gojko.net/2008/08/07/paying-programmers-are-bonuses-bad-and-what-to-do-about-it Hope this helps! Stephen Starkey empathy | connectedness | restorative | relator | belief http://coreagile.co/coaching Sent from my iPad