Traditional performance measurements are successful with the traditional methodology of software development, where we stress more on individual contributions towards creating the software and reporting is made hierarchical in nature. In agile, the evaluation must also be adaptive, collaborative and frequent.
The traditional performance evaluations focus more on the individual performance and training needs. Whereas, in cross-functional team of agile evaluation of only individual performance would not be fair. So what stand should you take in such a case?
Consider the following:
1. Motivate agile team instead of individual members because together the team can take the project to a big success, not the individual members
2. Complement agile values of collaboration, communication and openness
3. Conduct reviews frequently, preferable every quarter, rather than yearly or half yearly
4. Conduct 360 degree feedback of individual members within the team
5. Seek the Product Owner's feedback on team's performance
6. Seek the ScrumMaster's feedback on individual member's performance
7. Don't forget to acknowledge individual performance
8. Identify the improvement areas of team members to make the team more cross-functional
9. Create empirical formulae and metrics to benchmark team/ member performance. Don’t keep the evaluation fuzzy
I'll elaborate more on the metrics and weight assignment to each of the team/ member’s qualities and how to reach to a conclusion if the performance measurement of the agile team.
360 degree feedback allows each individual to understand his effectiveness as an employee or staff member is viewed by others, 360 degree feedback system.
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