Why create Agile Performance Goals?

What is an agile performance goal?

An agile performance goal is a specific, measurable, achievable, relevant, and time-bound goal that is aligned with the agile principles and practices of your organisation. It is a goal that you and your manager have collaboratively set, and that you will work towards together over a short period of time, typically one to three months. 

Agile performance goals are designed to be flexible and adaptable, so that they can be adjusted as needed in response to changing priorities or feedback.  

Here are some examples of agile performance goals: 

  • Increase customer satisfaction by 10% in the next quarter 
  • Reduce the number of bugs in our product by 20% in the next month 
  • Launch two new features for our product in the next three months 
  • Improve the team's communication and collaboration skills 
  • Develop a new training program for new employees 

Why are agile performance goals important for employees? 

There are many benefits for employees who create agile performance goals. Here are a few: 

  • Increased motivation and engagement: When employees have clear and achievable goals, they are more likely to be motivated and engaged in their work. 
  • Improved performance: Agile performance goals help employees to focus on the most important tasks and to stay on track. 
  • Increased visibility and opportunities: Employees who are consistently setting and achieving agile performance goals are more likely to be noticed by their managers and to be considered for promotions and new opportunities. 
  • Greater sense of accomplishment: Achieving agile performance goals gives employees a sense of accomplishment and boosts their morale. 
Evidence that high performers use agile performance goals 

A study by the Harvard Business Review found that 95% of high-performing employees set and track their personal development goals. The study also found that employees who set and track their personal development goals are more likely to be promoted and to earn higher salaries.

How to create agile performance goals

To create agile performance goals, follow these steps:

  1. Align your goals with the team and organisation. Your agile performance goals should be aligned with the overall goals of your team and organisation. This will help you to ensure that your work is contributing to the bigger picture.
  2. Make your goals specific, measurable, achievable, relevant, and time-bound. Your goals should be specific enough that you know what you need to do to achieve them, and they should be measurable so that you can track your progress. They should also be achievable, relevant to your role and the team's goals, and time-bound so that you have a deadline to work towards.
  3. Break down your goals into smaller steps. Once you have set your agile performance goals, break them down into smaller, more manageable steps. This will make the goals seem less daunting and help you to stay on track.
  4. Review and update your goals regularly. The world is constantly changing, so it's important to review and update your agile performance goals regularly to ensure that they are still relevant and achievable.
Real Life Examples

Here are two real-life user scenarios for office-based and non-office based employees creating a performance goal:

Scenario 1: Office-based employee

Employee: Sarah, a software engineer at a tech startup

Goal: To develop and launch a new feature for the company's flagship product within 6 months.

Steps to achieve the goal:

  1. Collaborate with the product team to define the requirements for the new feature.
  2. Design and implement the new feature.
  3. Test the new feature and fix any bugs.
  4. Launch the new feature to users.

Metrics for measuring success:

  • Number of users who use the new feature.
  • Customer feedback on the new feature.
  • Impact of the new feature on the company's bottom line.

Scenario 2: Non-office based employee

Employee: John, a marketing manager at a remote-first company

Goal: To increase website traffic by 15% within 3 months.

Steps to achieve the goal:

  1. Analyse the company's current website traffic data to identify areas for improvement.
  2. Develop and implement a new SEO strategy.
  3. Create and promote high-quality content.
  4. Run social media ads and email campaigns.

Metrics for measuring success:

  • Website traffic.
  • Number of leads generated from the website.
  • Number of sales generated from the website.

These are just two examples of real-life user scenarios for office-based and non-office based employees creating a performance goal. The key is to set SMART goals that are aligned with your job responsibilities and the company's overall goals.

When creating performance goals, it's also important to collaborate with your manager. They can help you to set realistic goals and provide you with support and resources to achieve them.

Closing Thoughts

Agile performance goals are like the secret sauce to success. They help you to stay motivated, focused, and productive. So next time you're feeling lost or uninspired, take some time to set some agile performance goals. You won't be disappointed.

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