Re: Performance Reviews

>
>
>
> Op 22-mei-2015 om 07:42 heeft Michael James [email protected]
> [SCRUMDEVELOPMENT] <[email protected]> het volgende
> geschreven:
>
>
>
> I’m also interested in practical suggestions, as clients have asked me
> about this.  The first team I did Scrum in didn’t have an HR department,
> performance appraisals, and all the harmful things those things entails.
> Once that stuff is established, it seems harder to remove it (though Adobe
> has take steps in that direction).
>
> A few years ago I attended a session at a Scrum gathering about how to
> make performance appraisals more effective in an Agile environment.  If we
> believe performance appraisals are harmful, this idea is misguided.  If the
> effect of performance appraisals is harmful, we should be working to render
> them as *ineffective* as possible.  Sabotage them.
>
>  I disagree, the way companies that use PV are set up , you will loose


>  For example, if I’m a supervisor who’s been told to stack rank my
> subordinates, I might go to the HR department and roll dice in full view of
> everyone.
>
>
They will blame you , as it's your job (according To them) and might fire
you On tje spot.
 Although That is probably ok for most people On this list, (At least I
hope)


Yet it does not help to make the effects of PV be visible


>
> I’ve reserved the domain name http://www.sabotageperformanceappraisals.org
> , but too lazy to set anything up there.  Would anyone like to help me with
> graphics?
>
> —mj
> (Michael)
>
>
> On May 21, 2015, at 8:10 PM, George Dinwiddie [email protected]
> [SCRUMDEVELOPMENT] <[email protected]> wrote:
>
> Michael,
>
> On 5/21/15 2:38 PM, Michael Wollin [email protected]
> [SCRUMDEVELOPMENT] wrote:
> >
> >
> > George,
> >
> > I’m looking for what would have me AND my client convinced to try
> > something new, and inspect and adapt from there. The only thing I am
> > convinced of is that the current system is failing them. The other thing
> > I am convinced of is that I have to have my ducks in a row. How many of
> > us ran to our managers in the 80s with copies of Peopleware hoping
> > they’d read it and change?
>
> Did that work for you? I find change a bit harder than that. I'd suggest
> starting with talking with those who have the power to make drop or
> drastically change performance reviews. Find out what they think about
> them--especially what problem they solve for them. What is it that they
> would absolutely want to preserve if they made a change?
>
> Without knowing that, I think you're shooting in the dark.
>
> - George
>
> >
> > - Michael
> >
> >
> >> On May 21, 2015, at 12:20 PM, George Dinwiddie [email protected]
> >> <mailto:[email protected] <[email protected]>>
> [SCRUMDEVELOPMENT]
> >> <[email protected]
> >> <mailto:[email protected]
> <[email protected]>>> wrote:
> >>
> >> Michael,
> >>
> >> OK, good luck. You're telling me what _you_ find convincing, not what
> >> your client finds convincing. But you're already convinced.
> >>
> >> You might ask Esther Derby for recommendations.
> >>
> >> - George
> >>
> >> On 5/21/15 1:11 PM, Michael [email protected]
> >> <mailto:[email protected] <[email protected]>>
> >> [SCRUMDEVELOPMENT] wrote:
> >> >
> >> >
> >> > I have some pull, George. I was trying to eliminate pointers to
> >> > everyone’s overgeneralized blogs. I find that articles in HBR or from
> >> > Deming, etc. have a rigor that allow me to be deeply grounded when I
> >> > make my recommendations. Moreover a well written, peer reviewed or
> >> > scholarly article does help support things. I have an opportunity to
> >> > impact things. There is a window where leadership is looking for
> >> > alternatives (within the constraints they too are under).
> >> >
> >> >
> >> >> On May 21, 2015, at 11:58 AM, George
> >> [email protected] <mailto:[email protected]
> <[email protected]>>
> >> >> <mailto:[email protected] <[email protected]>>
> [SCRUMDEVELOPMENT]
> >> >> <[email protected]
> >> <mailto:[email protected]
> <[email protected]>>
> >> >> <mailto:[email protected]
> <[email protected]>>> wrote:
> >> >>
> >> >> Michael,
> >> >>
> >> >> Who do you need to convince, and what would they consider
> authoritative
> >> >> enough to overrule their existing beliefs?
> >> >>
> >> >> - George
> >> >>
> >> >> On 5/21/15 12:12 PM, [email protected]
> >> <mailto:[email protected] <[email protected]>>
> >> >> <mailto:[email protected] <[email protected]>>
> >> >> [SCRUMDEVELOPMENT] wrote:
> >> >> >
> >> >> >
> >> >> > Yeah. That.
> >> >> >
> >> >> > Where can I read up on ideas that can be /realistically/ proposed
> >> to my
> >> >> > client about ways to compensate and evaluate agile developers?
> >> >> > Eliminating performance reviews entirely would be really great,
> >> but not
> >> >> > possible in the short term. So specifically, I’m looking for ways
> to
> >> >> > still have performance reviews but
> >> >> >
> >> >> > * Avoid zero sum game pitting developers against one another
> >> >> > * Not encourage documenting tasks done in order to get credit
> >> >> > * Give managers some guidance on what to focus on
> >> >> >
> >> >> >
> >> >> > Can someone point me to articles with some gravitas (HBR, etc.)?
> >> >> >
> >> >> > Thanks.
> >> >> >
> >> >> > Michael
> >> >> >
> >> >> >
> >> >> >
> >> >>
> >> >> --
> >> >> ----------------------------------------------------------
> >> >> * George Dinwiddie *http://blog.gdinwiddie.com
> >> <http://blog.gdinwiddie.com/>
> >> >> <http://blog.gdinwiddie.com/>
> >> >> SoftwareDevelopmenthttp://www.idiacomputing.com
> >> <developmenthttp://www.idiacomputing.com>
> >> >> <http://www.idiacomputing.com/>
> >> >> Consultant andCoachhttp://www.agilemaryland.org
> >> <coachhttp://www.agilemaryland.org>
> >> >> <http://www.agilemaryland.org/>
> >> >> ----------------------------------------------------------
> >> >>
> >> >
> >> >
> >> >
> >> >
> >>
> >> --
> >> ----------------------------------------------------------
> >> * George Dinwiddie *http://blog.gdinwiddie.com
> >> <http://blog.gdinwiddie.com/>
> >> Software Developmenthttp://www.idiacomputing.com
> >> <http://www.idiacomputing.com/>
> >> Consultant and Coachhttp://www.agilemaryland.org
> >> <http://www.agilemaryland.org/>
> >> ----------------------------------------------------------
> >>
> >
> >
> >
> >
>
> --
> ----------------------------------------------------------
> * George Dinwiddie *  http://blog.gdinwiddie.com
> Software Development  http://www.idiacomputing.com
> Consultant and Coach  http://www.agilemaryland.org
> ----------------------------------------------------------
>
>
>  
>
>




-- 


Yves Hanoulle
Phone 00 32 467 43 38 32


Skype YvesHanoulle


Blog: www.Hanoulle.be <http://www.hanoulle.be/>


Coaching Question Of the Day: http://twitter.com/Retroflection