Agility-Performance Appraisal

Agile development is just a tool. It is far from enough for managers to recognize it. It is true for team members to recognize it.

After a period of trial, I did see the agile Effect in a small team, but what will happen to a larger team (8 people this time?

Facts have proved that there are always three parts for new things:

The first part is willing to take the initiative to try it. This part of the staff does not have to do their work. They only need to tell him that XX is a good tool. Fortunately, they will go to Baidu and check the information to try it out.

The second part is used to watching. These people will not take the initiative to try it. They will try it only when they see someone using it and taste the sweetness.

The third part is used to their work methods, and everyone uses them. They feel that they don't need to leave the masses, and they will try again. Most of these people are passive.

The first person will be in three different states in the face of different new things.

At the Dalian soft exchange, some predecessors provided such a solution:

As managers actively strive for the first part of people, they will first try out the tools and methods, the second part will be automatically followed by people, and the third part will be seen by everyone, they will have to run.

I have to say that this strategy is very effective. I have also adopted this strategy in my team, but I think it is too slow, or this method makes everyone accept the cycle of agile development and I cannot control it. I don't know when it will achieve my goal. I am not in a hurry.

Because in a team with a relatively large number of people, I quickly found that a very small number of people are actively using this tool, and even a very small number of people will be affected by their weak will, the update of the combustion chart does not change for a week.

At the beginning, we used TFS as our agile tool. TFs's complexity and strength surprised us. Maybe it's TFs's complexity, or maybe everyone is really not used to agility, I couldn't see the effect of TFS in this team for more than a month.

After realizing this, I began to look for better agile tools. Among them, I found scrum works. After I changed the tools, we were a lot more active, however, the first iteration in scrum works is three days late.

 

This figure is the combustion chart of our first iteration:

The red line never goes down because we used it improperly for the first time. The hours remaining of the task should be specified when adding the task. We did not specify it when adding the task, I don't know why the hourly route will never go down.

Blue Line 1 indicates the number of tasks. The iteration is completed on July 15, August 6, and two tasks are not completed by the end of work on July 15, August 5. Other tasks are not tested.

In the initial estimation of the iteration cycle, we set the iteration cycle based on the needs of the longest person after the task is assigned, at the same time, I asked everyone to take the initiative to help others to complete their own tasks.

However, this iteration was still not completed on schedule, and the task was finally completed three days later, but there were many problems with the function. In any case, everyone has achieved the initial victory in accordance with agile development, and everyone thinks it is nice to keep looking at the burning chart. In order to comfort everyone and apply for funds from Boss, the Department had a small gathering. This time there were a lot of people and it was a bit of a pity that they didn't really let it go.

At this time, when the time is about to pay again, every month at this time I am a little headache, to give you an assessment score, our company's other Departments of the assessment solution seems to have basically not moved, our next iteration task has been planned, but I am still worried that the previous iteration will not be able to complete the task according to the iteration plan. I decided to add a fire and start the assessment idea.

The assessment scheme we designed is basic salary + monthly assessment + project commission

The monthly evaluation is based on 20% of the salary, and the evaluation method is used to score the supervisor. For the moment, we have no energy to design a better assessment plan, so we can start with the assessment indicators.

In each iteration, I ask everyone to set the completion time of the iteration plan as the goal of passing the test. At the same time, we need to develop an excellent goal. The goal of excellence can be shorter time or better performance, it can also be more features.

Therefore, the monthly assessment indicators were released:

80-120: all passing goals are achieved to achieve excellence goals.
70-80: The goal of passing the test is fully achieved without any bugs.
60-69: Passing goals achieved, with bugs
0-59: failing to fully fulfill the goal

10 points must be deducted for more than one day

+ 10 points a day ahead of the Excellence Goal

Note: The full score of our assessment indicators is not 100, but 120, or even a plus score. Theoretically, it is possible to score 200 for the assessment, I just want to tell you in this way that there is no limit to excellence.

Such an assessment index is very simple, but subjective, and not easy to objectively evaluate. However, for the time being, I cannot get a better assessment plan.

This is the combustion diagram of our second iteration:

The completion time of the iteration plan is the 19th day. In fact, it has been completed on the 18th day, and there are a few bugs. It seems that there is no problem to complete the task on time.

I would like to give you a thumbs up !!!!!

================== Ultimate goal of Performance Appraisal ======================

The expected performance appraisal is that every time you see a goal, you can not only see the completion of this goal, but also the benefits you can get to accomplish this goal, just like playing games and doing tasks.

I like to play games and do tasks, because I need to do everything clearly and what I can get after completing a task, so I am very energetic.

If the job can be done in this way, it will also be very energetic, and will become more and more energetic, and eventually indulge in this.

However, we can't do this yet. Now, we can only get a rough benefit from the assessment scheme. We still have to look at my face. After a long time, the goal is no longer so important, even my face is not that important, and the team will go downhill at that time.

I hope that our performance appraisal indicators can be obtained from the work data, instead of such simple, but subjective appraisal indicators.

The goal has not been reached yet. We are still on the road !!!!!