Traditional Agile performance management has long been a staple in organizations, with annual reviews, ratings, and rankings being the norm. However, this traditional approach to evaluating and developing employees has several flaws that can hinder organizational growth and employee engagement. One of the main flaws of traditional performance management is its infrequency. Annual reviews and feedback sessions often occur too far apart, causing a significant gap in communication and development opportunities.
Employees need continuous feedback and guidance to improve their performance and stay engaged in their work. By waiting until the end of the year to discuss performance, organizations miss out on valuable opportunities to address issues and provide timely support.
Another flaw of traditional performance management is its focus on past performance rather than future potential. Traditional approaches tend to assess employees based on what they have already accomplished, rather than their potential for growth and development. This can limit employees’ opportunities for advancement and hinder their motivation to improve.
To engage in discussions on this topic, feel free to join our Telegram group https://t.me/joinchat/T_VtJIYoRWoWUx1b
Feel free to discover additional videos on our YouTube channel https://www.youtube.com/
