Session about Peer Group in Agile Environments at LAST Conference 2014 in Melbourne, Australia with Victoria and Bernd Schiffer. Session recording on YouTube: https://www.youtube.com/watch?v=5FltOcEu1y8 Within the modern work environment, feedback on one’s own performance is essential - and hard to come by! The employee might receive it once a year, if his line manager is not too busy. But that’s far from what the employee needs to grow and what the business needs to flourish. Without feedback, adaptation and eventually improvement is impossible. Peer groups are an effective construct to provide honest and practical feedback. They are a serious alternative for performance appraisals. In this session, we present implementations of peer group systems in various Australian and international companies, from simpler feedback rounds within teams up to complex companywide peer groups systems as a complete replacement for performance appraisals.

1. inAgileEnvironments
Peer Groups
VictoriaSchiffer
BerndSchiffer
LASTConferenceMelbourne11/07/2014

2. Boss & Mrs Minion

3. Performancereviewsonlyonceayear,nottimely
Problem: Infrequent

4. Problem: Central
Bossissinglepointofawesomeness

5. Quitesomesuperficialfeedbacklater…
Time Lapse

6. https://www.flickr.com/photos/ryanready/6643035177
Pastandproblemorientedfeedbackonly
Problem: Past & Negative

7. Directcouplingoffeedbackconversationandsalarynegotiation
Problem: Salary Focussed

8. •positive,
•future-oriented,
•decentralised,
•frequent,and
•personalgrowthenabling
•classical,
•negative,
•past-oriented,
•centralised,and
•infrequenttop-down…
Peer groups is a
alternative to
performance reviews.

9. Feedbackis
thebreakfast
forchampions.
—KenBlanchard

10. Theroadtoself-insightreally
runsthroughotherpeople.
—DavidDunning

11. Other Peer-Group Users
Allthesecompaniesusepeergroupsindifferentways

12. old new
negativefocus positivefocus
pastoriented futureoriented
centralised decentralised
infrequent frequent
weaknessesandgaps strengthandgrowth
superficial profound
tightlycoupledwithsalary looselycoupledwithsalary

13. •positive,
•future-oriented,
•decentralised,
•frequent,and
•personalgrowthenabling
•classical,
•negative,
•past-oriented,
•centralised,and
•infrequenttop-down…
Peer groups is a
alternative to
performance reviews.

14. Howtostart?Action!Firststeps…
What can you do?

15. Appreciations / Emotional Bank account
Why?Trust.How?Useinretros.(cf.JohnGottman)

16. x
Awaytoassessandexposeyour(teams’)strengths
Strengths Finder

17. https://www.flickr.com/photos/garryknight/11240024613
Peer-feedback sessions
Frequently.Self-selected.Optional.

18. https://www.youtube.com/watch?v=HL45pVdsRvE
Frans de Waal: Moral behavior in animals

19. Fairness
Betterunderstandingandacceptanceoffeedbackthroughpeers.

20. •positive,
•future-oriented,
•decentralised,
•frequent,and
•personalgrowthenabling
•classical,
•negative,
•past-oriented,
•centralised,and
•infrequenttop-down…
Peer groups is a
alternative to
performance reviews.

21. inAgileEnvironments
Peer Groups
VictoriaSchiffer
BerndSchiffer
LASTConferenceMelbourne11/07/2014
‣ @berndschiffer
‣ @bold_mover
‣ coaching@berndschiffer.com
!
‣ http://slideshare.net/berndschiffer
‣ http://berndschiffer.com
‣ http://boldmover.com
‣ http://agiletrail.com
Thank you!
‣ @Erdbeervogel
‣ http://slideshare.net/erdbeervogel
‣ http://linkedin.com/in/victoriaschiffer