Traditional Performance Management vs Agile Performance Management
What is the difference between traditional performance management and Agile Performance Management? We give you a short summary:
|Based on hierarchical structure||vs||Based on collaborative structure|
|Focus on appraisal||vs||Focus on development and performance|
|Annual development discussion||vs||Regular check-ins|
|Lack of recognition||vs||Social recognition|
|Goals set at the start of the year||vs||Goals adapt to changing business priorities|
|Minimum feedback||vs||Regular feedback|
|Training courses||vs||Coaching and just-in-time learning|
Top-down Organisational Structure vs Flat Organisational Structure
Top-down organisational structures are on the decline. Nowadays, modern organisations chose a flat structure instead. The Agile approach promotes working in small teams in order to stay flexible and create innovative solutions. An organisation’s true value lies in its talented employees. That is why Agile Performance Management focusses on developing knowledge, skills and performance instead of appraisal.
A flexible HR system is the perfect tool to assist HR Managers in this process. It offers immediate insight in the development of talented employees and allows centralised storage of the latest information. An HR system can be consulted at anytime and anywhere, and encourages quick decision making.
Could you use some assistance in Agile Performance Management? Do not hesitate to get in touch with Martta Riihimäki and learn more about Sympa’s versatile and flexible HR system.