Agile performance management is a collaborative, continuous feedback and development practice that is steadily replacing traditional performance management. Traditional performance management has proven to be insufficient to assess an employee’s contribution. There needed to be a more dynamic performance management practice that could evolve and adapt according to the changing environment. Thus, Agile performance management was introduced. Its three key aspects are regular feedback, communication and coaching. These aspects bridge the gap between goal setting and performance evaluation.

2. Traditional Performance ManagementAgile Performance Management

3. Traditional Performance ManagementAgile Performance Management

4. Traditional Performance ManagementAgile Performance Management

5. What Employees
Want
Many companies nowadays are trying to
attract and retain people with great talent by
simply promoting the fact that they have a
ping-pong table in the break room. Sure,
performance bonuses and free meals will be
welcomed with open arms, but this is not
always something that every employee wants
and values in the workplace.
Managers need to give employees what they
really want
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Agile Performance Management

6. Traditional Performance ManagementAgile Performance Management

7. Traditional Performance ManagementAgile Performance Management

8. Listening - Most
Effective Tool for
a Leader
Do you think a really good speaker can
become a great leader? Is it the only
attribute required? Of course not! If that was
the case, any person with good speaking
skills would have been able to become one.
Great leaders know that listening is as
important as speaking, if not more.
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Agile Performance Management