31683Re: Performance measurement of team members?
- Aug 12, 2008Peter has raised the issue of individual compensation in a
particularly dysfunctional scenario. I would like to reframe it more
generally: given the best of all possible organizations, how should
we approach the compensation of individuals working in agile teams?
Ron Jeffries hinted at it in one of his replies, but didn't
elaborate much. What factors do we look for and point to say, yes,
this was a team effort but here is clearly an exceptional
contributor whereas this one is not so exceptional. How much of the
compensation should be determined by team performance, and how much
attributed to individual characteristics? I intuitively sense that
conventional HR wisdom is misguided, but what do we replace it with?
Perhaps we can leave the legal issues aside for a moment, although
as a practical matter that's eventually going to have to enter the
discussion--even agile organizations may have to deal with
Thanks for any thoughts,
--- In email@example.com, "Peter Hundermark"
> Imagine, if you will, the following hypothetical situation in an
> enterprise Scrum environment. The CEO wishes to identify the
> lowest-performing X% of individuals and fire them. He also wants to
> identify the top performers and reward them (or at least make sure
> does what is necessary to retain them). He introduces forcedranking
> (aka stack ranking, vitality curve) to achieve this.cohesiveness of
> Do you agree with measuring individual performance of team members?
> If so, how should one do this? What are the risks to the
> If not, how would you determine how much to pay individual team
> Or would you pay everyone the same?
> How would you advise the Agile coach in this scenario to proceed?
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