Comments on: Compensation Systems For Agile Teams

By: siddharta

siddharta — Fri, 26 Feb 2010 18:21:56 +0000

Yeah, though its not easy unless you are creating a new company from scratch

By: Ramprasad

Ramprasad — Thu, 25 Feb 2010 15:44:57 +0000

Very nice.This requires a culture change in organizations and we need to work really hard to bring this in.

By: Ajay Danait

Ajay Danait — Thu, 10 Dec 2009 08:43:08 +0000

I have observed that 360 degree appraisals and appraisals where the team votes for each of the team members using “Position Paper”, “Planning Poker” and “Affinity Clustering” (anonymous as well as named).

Simple things like –
What are my aspirations? How am I equipped ? How can I help others achieve their aspirations? How does that improve our velocity? etc.
in each individual position paper.

Creating a backlog with multiple prioritized items on a quarter basis and annual basis. Measuring each team member’s achievements, the velocity of those achievements.

By: siddharta

siddharta — Fri, 04 Dec 2009 08:08:28 +0000

Yeah I haven’t blogged about the solutions here. In the next post

By: Gerry Kirk

Gerry Kirk — Fri, 04 Dec 2009 05:08:18 +0000

Perhaps the title of your article should be “How not to compensate Agile teams”. I was hoping to see alternative models to the ones mentioned above.

By: Robert Dempsey

Robert Dempsey — Fri, 04 Dec 2009 01:48:28 +0000

Great post Siddharta. I agree 100%. If companies want people to work together they need to compensate people that way. Misaligned benefits creates more internal competition that teamwork. While competitiveness is good, it shouldn’t overtake community and working toward a common goal.