Agile Talent Management

Make It Stick


Agile Talent Management involves working with HR on hiring and on-boarding practices and to create a system that rewards performance and behavior in alignment with team goals and the Agile culture. As the organization adopts Agile practices and processes, it is common to see a disruptive impact to Human Resources and talent management as work moves from individuals to teams, success is measured in terms of value delivery, and task management is performed by teams. Individual rewards that worked in the past may not drive the right team-based behaviors in an Agile environment.

Learn more about the new ICAgile Agile Talent certification track (with our own Sally Elatta as a contributor).

Agile Talent & HR Development

Key Considerations

Individuals within highly collaborative, self-managing, empowered teams need to be supported with HR practices that align with the way they work day to day.

1. New Role for Managers

Managers were promoted because they were great contributors. Leaders of teams need to shift from solving the problems to enabling teams to solve the problems on their own. This requires building trust and spending time facilitating, coaching and mentoring. It is also important that team members have an opportunity to give feedback to managers on how well they are supporting the team and providing mentoring and growth opportunities.

2. Team Goals vs. Individual Goals

As team members, goal setting and measuring outcomes comes as being part of a team and is not only individual effort.

3. Rewards and Incentives

With a team-based model, rewards and incentives need to reflect individual contribution toward the team accomplishing its goals and reflect whether the individual is working well as a member of  the team. One option is to create a system where peers allocate rewards to each other.

4. Continuous and Role Based Feedback

Feedback should be continual and instant, not waiting for an annual performance review.  Agile includes specific roles and team members need to receive feedback based on the expectations for their role, so that they know how well they are serving the rest of the team. While managers are needed for support when an issue is beyond the ability of the team to resolve, many issues can be resolved within the team when feedback is provided continually.

5. Growth Mosaic

A growth mosaic allows individuals to own their own journey, moving from a career path/ladder to a journey where individuals can learn skills over time, move into new roles and self-identify where they want to grow.




Talent Development 2×2 Quadrant

We’ve learned that having a holistic strategy for Talent Development is critical to your success. Read this blog to learn more. 

Agile Talent & HR Assessment

Talent & HR Health Radar

The Talent & HR agile assessment radar provides a way to measure your current HR Talent Role maturity.

Learn More


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Hiring Strategies

Hiring strategies and practices need to reflect the environment that employees will be asked to work in. It is as important to assess cultural fit as technical skills.

Who Should you Hire?

  • Self-organizing, collaborative, empowered
  • Generalizing specialists
  • Welcomes change
  • Team oriented
  • Focused on value delivery instead of task completion
  • Takes initiative, creative, provides input
  • The right cultural fit for the team
  • Interviewed and selected by the team

Job Description

  • Aligns with organizational vision and goals
  • Attracts candidates who fit the culture
  • Emphasizes role flexibility
  • Collaboratively designed by management and the team closest to the role
  • Asks for Agile experience
  • Requires teamwork, visibility and value delivery