—
As teams adapt to new working methods during an Agile transformation, organizations might think about bringing Agile values into other departments beyond IT. For instance, Agile HR can embrace the core Agile principle of regular reflection, tackling the anxiety-inducing tradition of annual performance reviews head-on.
In a discussion on the Agile Uprising Podcast, experts talked about applying Agile mindsets to HR. They noted that while IT’s product might be “working software,” HR’s product is employees’ happiness, tenure, and productivity throughout their time with the company—from recruitment to retirement. Applying Agile values to outdated HR practices like annual performance reviews can spur innovation and reduce bureaucratic hassle.
Typically, annual performance reviews are private, high-stakes meetings between an employee and their manager. Feedback is often anonymous and lacks detailed context, creating stress for both parties involved. Few people look forward to these reviews.
We suggest an alternative: peer round tables. This method aligns with beliefs from the Agile HR manifesto, which include:
– The team collectively holds responsibility for performance reviews.
– Accountability arises from within the team.
– Trust and safety don’t come from anonymity.
– Performance reviews should be open conversations among all team members.
Peer round tables foster collaboration within the team, allowing everyone to grow together and build trust, safety, productivity, and cohesiveness.
How to Conduct a Peer Round Table Review
Step 1: Pick an accountability partner (AP)
An AP is someone who meets with the reviewee regularly to set goals, solve problems, and provide encouragement.
Step 2: Nominate peers for the review
The reviewee selects 3-5 team members known for giving honest, constructive feedback.
Step 3: Choose a facilitator
The facilitator (such as a team coach or someone from HR) leads the session, ensuring it stays productive and maintaining a safe environment for feedback.
Step 4: Prepare for the roundtable
Both the reviewee and the selected peers prepare to give and receive feedback. The AP silently attends to take notes and discuss the feedback in future meetings.
Peer Round Table Review Example
Roles:
– Reviewee: Charlie
– Accountability Partner: Nina
– Facilitator: Howie
– Peers: May, Jake, and Lola
Timebox: One hour
Location: Via Zoom and Miro board
The facilitator starts by welcoming everyone and setting the stage for open dialogue. Charlie shares his role, responsibilities, strengths, and growth opportunities. Each peer then gives their feedback on Charlie’s performance, with the facilitator recording all inputs.
Charlie can ask clarifying questions to better understand the feedback, fostering an environment of curiosity and learning. Finally, Charlie summarizes what he’s heard, allowing team members to provide any final thoughts.
After the Review
The facilitator shares written feedback (e.g., a PDF of the Miro board) with Charlie and Nina. In subsequent AP meetings, they discuss the feedback and make long-term development plans.
Key Takeaways
Peer round tables create an open, safe space for feedback, ensuring the team as a whole shares responsibility for performance reviews. This approach removes anonymity, encouraging honesty and building stronger team dynamics.
When HR and Agile principles align, they shift the focus from individual to team performance, promoting collective growth and real organizational change. Give peer round tables a try and share your experience!
—