Benefits of agile performance management


Anyone who has ever had the opportunity to implement small or larger business projects or initiatives knows how complicated and demanding the daily work of people managing such activities, as well as those who implement them, can be.

The business environment is constantly changing, every day there are unexpected obstacles to overcome, schedules are very demanding, and customers expect high-quality products and fast execution. Agile is a response to numerous challenges and problems of project implementation and everyday operational work.

Here are some of the key benefits of Agile approaches:

Focus on value and working products – Agile focuses on delivering working, valuable products that reflect the current needs of the recipients. Isn’t that the most important thing in today’s dynamic and competitive environment?

Versatility – as we wrote earlier, agile methodologies can be used in virtually every industry and every area of   the company’s activity – this universality is their great advantage.

Simplicity – in classic Agile you will not find several-volume manuals describing in detail every even the smallest aspect of operation. However, you will find clear, clear guidelines based on many years of experience of practitioners working with different teams, in different companies and environments.

Flexibility – when the business environment and needs change almost every day, Agile creates a solid framework within which you can manage the changing requirements in an orderly and efficient manner to ensure that the delivered product will be exactly what the recipient needs at any given moment.

Clear Communication – Agile emphasizes the critical role of communication both inside and outside the team. Thanks to a clear accountability structure as well as ceremonies and artifacts, both the team and stakeholders have easy access to reliable information about current progress, obstacles and delivered functionalities at any time during the project implementation. As team members work closely with each other and the emphasis is on direct communication, time wastage resulting from ineffective meetings, e-mails or waiting for answers is almost completely eliminated.

Continuous improvement – inspection and adaptation are the foundations of Agile and without them we cannot talk about using an agile approach. Continuous monitoring of the effectiveness of the manufacturing process, looking for and implementing improvements, and focusing on removing obstacles allows the team to work more efficiently and more efficiently, and the quality of products increases.

Fast Delivery – Agile work assumes that working product elements are delivered in short, recurring intervals. This means that it is possible to obtain feedback from recipients on an ongoing basis, modify products and put them into use much faster and more often than in traditional approaches.

However, let’s look at a specific area where Agile has been in use for some time. What are the benefits of using Agile for people dealing with human resource management?

Keeping pace with changes in the company – that is, focus on listening to the needs of internal customers and responding to them.

Tailor-made solutions – that is, close cooperation with employees, i.e. with actual recipients of solutions provided by HR at all stages.

Simplifying procedures and processes – that is, creating simple and understandable rules, promoting good practices, analyzing informal information flows, implementing procedures that actually work and support work.

Cyclicality and predictability – that is, working within clearly defined time frames and focusing on delivering specific results.

Efficiency on all levels – that is, taking care of time boxes, not exceeding time limits, effective meetings, teleconferences and correspondence, making the best possible use of employees’ potential, easy involvement of people from various areas of the company in activities directly related to their work.

Organizational culture and trust – i.e. implementing a modern approach to management, in which employees are responsible and decision-making, teams are self-organizing, managers trust experts, communication barriers are eliminated, and instead of focusing on hierarchical structures, everyone focuses on cooperation and generation values   for the company as a whole.

After all, it is the area of   HR that can and should be an inspiration for other business departments, this is where innovative ideas should sprout, which can then be disseminated to the entire company.


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