In our previous article we introduced an Agile approach to development discussions. In the following weeks we take it one step further by discussing Agile Performance Management. This upgrade of traditional performance management is more collaborative, social and fast-paced. A methodology that perfectly fits our current working world.

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
Limited scope  vs Crowdsourcing

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.

Read more about the agile Sympa HR system >