Timeline for Any ideas about how to evaluate a developer's performance?
Current License: CC BY-SA 3.0
19 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| Feb 5, 2020 at 3:56 | comment | added | Jeno Csupor | When you measure individual story points done per sprint, nobody will care about the bugs. Another "paradox" is that if code reviews are too strict, the product will have more bugs, because noone will have the initiative to fix the existing bugs. (See the upload in Google Photos on Android for example.) | |
| May 23, 2016 at 9:55 | vote | accept | Raul | ||
| Apr 17, 2016 at 5:01 | answer | added | HedgeMage | timeline score: 11 | |
| Apr 15, 2016 at 17:42 | answer | added | Ewan | timeline score: 0 | |
| Apr 15, 2016 at 17:24 | comment | added | Ewan | Its all very well to say its a bad thing. But if you want to hire the best people and fire the worst you have to do something. | |
| Mar 5, 2016 at 19:11 | answer | added | MrHinsh - Martin Hinshelwood | timeline score: 3 | |
| Mar 1, 2016 at 6:28 | history | tweeted | twitter.com/StackProjects/status/704553899177418752 | ||
| Feb 26, 2016 at 17:25 | comment | added | Jeff Lindsey | From an org-level view, there's a few points you can raise. First, the lean-based views of sub-optimization (individual eval) vs. system optimization (team). As noted below, "gaming the system" results from the former. Second, more and more studies are showing that hiring great people, meeting their hygienic (basic) needs like salary and perks, focusing on intrinsic motivators, and then fully supporting them is better than evals/carrots/sticks. Last, "performance" has many soft areas difficult to measure but with high value - T-shape-ness, ownership, autonomy, creative problem-solving, etc. | |
| Feb 26, 2016 at 14:14 | comment | added | Raul | (sorry, I keep pressing enter) Now that everything is much better our CEO wants us to work like our sales or operations departments. They are evaluated in an individual basis because "good performers should be rewarded". I keep fighting against this way of thinking, but at a given point it is difficult to continue this battle. Now I am trying to find a way or at least to find the right arguments. I know quite a lot of arguments from the development point of view, but they don't apply at a given "distortion field" :-) | |
| Feb 26, 2016 at 14:04 | comment | added | Raul | Thank you for your comment, Jeff. This is the "funny" thing about all the history. The company had a difficult time with deadlines and quality. We introduced Scrum and everything is much better (deffects reduced by 70%, all the deadlines in the last two years were reached, ..). Of course, it was not just scrum, we introduced lots of small improvements using the retrospectives after our sprints. | |
| Feb 25, 2016 at 17:10 | comment | added | Jeff Lindsey | A tangent question, out of curiosity - why does the org frame increased performance as getting stuff done faster with less defects, rather than validating the value of the output? If the company is results-oriented, wouldn't the execs be more interested in that delivery of value, the team's ability to understand and deliver against true value (call it increasing PO-ness), etc.? I ask because conversations along these lines can steer you completely away from individual benchmarking. | |
| Feb 25, 2016 at 10:14 | comment | added | Raul | Why does he want to measue individual performance? Because he is a CEO! Now seriously, this is the typical believe from a manager. "All the other departments are evaluated in an individual basis, why do you look at them as a team?" | |
| Feb 25, 2016 at 10:11 | comment | added | Raul | I knew this would be the first answers :-) The sponsorship for scrum is mine. As the results were quite good everybody is happy and let us work as we like. | |
| Feb 24, 2016 at 21:30 | comment | added | Bartek Kobyłecki | Why does your CEO want to measure individual performance? Where does the sponsorship for Scrum in your company come from? | |
| Feb 24, 2016 at 19:56 | answer | added | Barnaby Golden | timeline score: 7 | |
| Feb 24, 2016 at 18:17 | comment | added | MCW | I don't know scrum, but I thought that the unit of focus for scrum was team, not individual. If the manager wants individual performance, then you can't use scrum. | |
| Feb 24, 2016 at 17:58 | answer | added | WBW | timeline score: 6 | |
| Feb 24, 2016 at 15:54 | review | First posts | |||
| Feb 24, 2016 at 18:17 | |||||
| Feb 24, 2016 at 15:54 | history | asked | Raul | CC BY-SA 3.0 |