Traditional performance management, the outdated “command and control” way of assessing and measuring an employee’s contribution and performance, is quickly being replaced by adopting a culture change that rewards the ability to anticipate, manage, and take advantage of constant change and opportunity.   

Agile performance management is a collaborative, continuous feedback, and employee engagement best-practice that is rapidly replacing traditional performance management in organizations across all industries and sizes. This sweeping change replaces the old-school paradigm of command and control with a culture that encourages flexibility, openness, faster decision-making, information sharing, and the continual communications of goals, projects, and progress.

Agile Performance Management is the heir apparent successor to traditional performance management. It’s designed so organizations can learn to be more collaborative, more social, and more transparent. The dreaded “once a year” performance appraisal is replaced with continuous feedback and constant communication, both inside the organization, as well as with vendors, suppliers, and strategic partners. 

With agile performance management, effective communication drives collaboration, increases engagement, and frequent check-ins quickly identify what’s working and what’s not, enabling rapid change to plans and continuous improvement. 

But how do we change our organizations from the old paradigm to the new agile mindset and culture?

Organizations that subscribe to the Six Disciplines Performance Management Program learn agile performance management techniques by developing repeatable rhythms and processes, enabling their people to communicate effectively, to perform better, and get more consistent results.

This short video explains the importance of building agile organizations: