Peer Groups in Agile Environments (LAST Conf 2014, Melbourne, Australia)

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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.

inAgileEnvironments
Peer Groups
VictoriaSchiffer
BerndSchiffer
LASTConferenceMelbourne11/07/2014

Performancereviewsonlyonceayear,nottimely
Problem: Infrequent

Problem: Central
Bossissinglepointofawesomeness

Quitesomesuperficialfeedbacklater…
Time Lapse

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

Directcouplingoffeedbackconversationandsalarynegotiation
Problem: Salary Focussed

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

Feedbackis
thebreakfast
forchampions.
—KenBlanchard

Theroadtoself-insightreally
runsthroughotherpeople.
—DavidDunning

Other Peer-Group Users
Allthesecompaniesusepeergroupsindifferentways

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

Howtostart?Action!Firststeps…
What can you do?

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

x
Awaytoassessandexposeyour(teams’)strengths
Strengths Finder

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

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

Fairness
Betterunderstandingandacceptanceoffeedbackthroughpeers.

inAgileEnvironments
Peer Groups
VictoriaSchiffer
BerndSchiffer
LASTConferenceMelbourne11/07/2014
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Thank you!
‣ @Erdbeervogel

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People are frustrated with the standard performance review. Yet most managers are locked into the belief that they need to conduct annual or bi-annual performance appraisals with their staff. Managers are tinkering at the edges of the appraisal system. They don't know where to turn. Performance reviews are an artefact of the 20th century organization. This presentation is based on Dr Tim Baker's upcoming book. Written for HR professionals and managers, The End of the Performance Review provides a new approach to appraising employee performance that addresses all the shortcomings of the standard approach. This approach referred to as the Five Conversations Framework will revolutionize the way you manage employee performance. Based on sound research, this innovative, simple and powerful alternative has been implemented in several organizations with brilliant results. It is time to throw out the performance review and introduce the Five Conversations Framework in your organization.

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