The presentation was used during Discuss Agile Summit at Bangalore. Talks about the impending need for radical changes required in performance management systems for agile teams. Talks about CHAMPFROGS model and M.O.R.P.H Reports.

1. PERFORMANCE ENHANCEMENT SYSTEM
FOR AGILE TEAMS
Abhishek Johri
Shaping Up a ‘wow’ team

2. WHO AM I

3. WHAT IS IT AND WHY IS IT
• It is the systematic process by which the management involves its employees, as
individuals and members of a group, in improving organizational effectiveness in
the accomplishment of agency mission and goals.
• Evaluate individuals and teams and suggest course correction measures.
• Recognize and reward high/low performers.
• Eventually create a team of motivated, passionate, highly skilled developers committed to
client’s success.

4. CURRENT WAY OF DOING
• Brief meeting once or perhaps twice a year
• Discussions focussed on mistakes, emotions are negative and demoralising
• Largely bereft of objectivity, discussions are centred on recent activities leading to
unfair evaluations and unsubstantiated allegations and remarks.
• Excellent way of settling old scores and promotes manager fiefdoms.
• In the run up to appraisal time, tremendous spurt in activities and traction on floor.
• Lack of context and opacity in rating mechanism affects meritocracy.

5. SEMBLANCE OF OBJECTIVITY
• Utilization %
• Number of unplanned leaves
• Trainings attended
• Number of late stays and weekend turn ups.
• Flexibility, openness, team spirit, attitude, communication skills.
• Involuntary Attrition score for managers.

6. WHERE WE STAND NOW
• Average Utilization % across IT is around 70%.
• An average 62% are unhappy with their appraisal discussions.
• A whopping 76% feel their appraisal meeting as most stressful.
• 61% feel better management support can make a difference.

7. AGILE TEAM VALUES
Technical Competency
Courage
Communication
Accountability
Team Player Quality Commitment
Passion for Client Success
Openness
Transparency
Energy

8. THE WAY FORWARD – AGILE TEAMS

9. M.O.R.P.H REPORT
• Mission – whats your mission here. What drives you.
• Objectives – what are the top 3-5 things you’d want to achieve this quarter
• Results – how would you measure your success of your objectives.
• How would you say you are done.
• People – what changes you need from people perspectives, team formation, new
hiring, special skills needed
• How – how did you do in the past quarter.

10. I-GROW
• Just like estimations and pokering, we sit together monthly and rate ourselves and
each other on org values.
• Scored averaged out to arrive at final scores.
• Define your own plan on action and share your progress on previous action plan.

11. TO SUM IT ALL
• Let teams be in charge of their individual and team growth.
• Let them self organize and take ownership of their career.
• Manager’s roles should be finetuned to just one job – remove all obstacles to help
team develop an awesome software.
• Be agile in adopting and adapting performance systems.