Scrum Master Toolbox Podcast: Agile Storytelling from the Trenches

Episode: How Performance Reviews Killed a Great Agile Team
Host: Vasco Duarte
Guest: Joel Bancroft-Connors
Release Date: June 3, 2025

Introduction

In this compelling episode of the Scrum Master Toolbox Podcast, host Vasco Duarte welcomes Joel Bancroft-Connors, a seasoned Agile Coach and Scrum Master, to discuss a critical topic: how traditional performance reviews can undermine Agile team dynamics. Joel shares his extensive experience and insights, drawing from real-world examples to illustrate the detrimental effects of performance review systems on Agile practices.

Inspirational Reads: Shaping Agile Practices

1. "Start With Why" by Simon Sinek

Joel credits Simon Sinek’s seminal work, Start With Why, as a transformative influence on his approach to teaching Scrum. Despite being 15 years old, the book's core message resonates deeply with him:

“People don't buy what you do, they buy why you do it.” (01:36)

This revelation prompted Joel to shift his teaching methodology from focusing solely on Scrum mechanics to emphasizing the underlying reasons and values that make Scrum effective. By starting with "why," Joel found that his students were more engaged and committed to adopting Scrum principles meaningfully.

2. "Coaching Agile Teams" by Lisa Adkins

Joel also highlights Coaching Agile Teams by Lisa Adkins as a pivotal resource. He admires how Adkins transitioned from a traditional command-and-control project manager to a respected Agile coach:

“If this person who is one of the leading voices in the Agile community today can go from being a command and control project manager, then maybe there's hope for me as well.” (03:05)

This book not only provided practical guidance but also inspired Joel by demonstrating that transformation in leadership style is achievable and essential for fostering Agile environments.

Case Study: The Collapse of an Agile Team Under Performance Reviews

Context and Initial Success

Joel recounts his experience working with a high-performing team at a large insurance company undergoing a scaled Agile transformation. The CTO had enthusiastically mandated the adoption of Agile, but his commitment waned quickly:

“The CTO went, we're going to go agile, it's going to be wonderful. And then quite literally it was almost like he just said, tell me how it goes, I'm going to go golfing. And then he completely checked out.” (04:55)

Despite the lack of ongoing support from leadership, the team demonstrated remarkable initiative. They took charge of their workspace, redecorated their environment, and established effective collaborative practices, fostering a positive and productive atmosphere.

Emerging Problems: Lack of Purpose and External Interruptions

However, the absence of a clear "why" behind the Agile implementation and a focus solely on output metrics began to erode the team's cohesion:

“They didn't know why... their measures were things like number of teams trained and these metrics that were just really all about did they get any work done. It was all connected to output.” (04:55)

The team’s autonomy was frequently disrupted by external directives and shifting priorities, preventing them from maintaining a sustainable workflow. This constant interference led to frustration and fractures within the team as members struggled to align their efforts with conflicting expectations.

The Unraveling: Performance Reviews and Individual Focus

Joel emphasizes that the introduction of performance reviews exacerbated the situation by shifting the focus from team success to individual achievements:

“The moment we start creating this kind of performance review driven management strategies... we kind of create this focus on individual performance.” (07:45)

Team members began prioritizing their personal goals over collective objectives, leading to a decline in collaboration and trust. This shift mirrored Joel’s observations from other organizations where performance-driven environments resulted in siloed work and internal competition, ultimately harming the team’s overall performance.

Insights on Performance Reviews and Team Dynamics

The Pitfalls of Individual Performance Metrics

Joel draws parallels between traditional performance reviews and their harmful impact on Agile teams. He argues that when employees are evaluated primarily on individual metrics, it undermines the collaborative ethos essential to Agile methodologies. This focus can lead to:

• Reduced Collaboration: Team members may hoard information or avoid helping others to safeguard their performance ratings.
• Increased Stress: Constant pressure to perform individually can lead to burnout and decreased job satisfaction.
• Erosion of Trust: Competition for individual accolades can damage relationships and team cohesion.

A Bull Riding Analogy for Performance Evaluation

To illustrate an alternative approach, Joel introduces a bull riding analogy, suggesting a balanced evaluation system:

“50% of your performance is the team itself... The other 50 points is focused on you. However, it's not on your work product. It's on how are you doing to grow to better help the company.” (09:10)

In this model:

• 50% Team Performance: Each team is collectively assessed, encouraging mutual support and shared responsibility.
• 50% Individual Growth: Personal development is evaluated based on how individuals contribute to the team's success and their own professional growth, rather than solely on deliverables.

This balanced approach fosters a culture where both team achievements and individual development are valued, promoting a healthier and more productive work environment.

Concluding Thoughts

Joel Bancroft-Connors’ insights shed light on the critical interplay between performance evaluation systems and Agile team dynamics. His experiences underscore the importance of:

• Starting with "Why": Establishing a clear purpose aligns team efforts and fosters deeper commitment to Agile principles.
• Focusing on Team Over Individual Metrics: Prioritizing collective performance encourages collaboration and trust, essential for Agile success.
• Balanced Performance Reviews: Implementing evaluation systems that recognize both team achievements and individual growth can mitigate the pitfalls of traditional performance metrics.

By rethinking how performance is measured and emphasizing both team and personal development, organizations can create environments where Agile teams thrive and deliver sustained value.

Notable Quotes

• Joel Bancroft-Connors on "Start With Why":
  “People don't buy what you do, they buy why you do it.” (01:36)

• Joel on Team Disruption:
  “The moment we start creating this kind of performance review driven management strategies... we kind of create this focus on individual performance.” (07:45)

• Bull Riding Analogy for Performance Reviews:
  “50% of your performance is the team itself... The other 50 points is focused on you. However, it's not on your work product. It's on how are you doing to grow to better help the company.” (09:10)

Timestamp References

• 01:36: Discussion on "Start With Why" and its impact.
• 03:05: Mention of "Coaching Agile Teams" by Lisa Adkins.
• 04:55: Case study introduction and initial team success.
• 07:45: Impact of performance review-driven management.
• 09:10: Bull riding analogy for performance evaluation.

This episode serves as a crucial reminder for Agile practitioners to critically evaluate their performance management systems. By prioritizing team success and individual growth, organizations can cultivate environments where Agile teams not only function effectively but also continuously evolve and excel.