Timeline for Any ideas about how to evaluate a developer's performance?
Current License: CC BY-SA 3.0
11 events
| when toggle format | what | by | license | comment | |
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| S Apr 20, 2016 at 12:44 | history | suggested | alextansc | CC BY-SA 3.0 |
Correcting the book title as per user's comment. Adding a Google Books link for reference.
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| Apr 20, 2016 at 7:24 | review | Suggested edits | |||
| S Apr 20, 2016 at 12:44 | |||||
| Apr 17, 2016 at 22:56 | comment | added | aqwert | useful video about what motivates us. research has shown that better compensation as an incentive reduces performance. You need to give enough to where it is not part of the decision to good performance. youtube.com/watch?v=u6XAPnuFjJc | |
| Apr 17, 2016 at 5:03 | comment | added | HedgeMage | -1 because, while individual reviews can be difficult to do right, NOT basing compensation decisions on individual performance is a great way to make top performers feel like they aren't being recognized as such. | |
| Mar 4, 2016 at 16:32 | comment | added | Cronax | @user2455515 If the CEO is already on board with the performance of the team overall, couldn't you perhaps convince him/her that if the team is to be rewarded, they should be rewarded as a whole? Try explaining that the reason they work so well is because they are functioning as a single entity which lets them cover for one another's weaknesses. If one of the team members was underperforming, the other members would escalate the issue or at the very least show frustration. As long as the team is happy and their performance is good, don't change a winning team. | |
| Feb 26, 2016 at 17:29 | comment | added | Jeff Lindsey | Also, buy your CEO copies of the books "Drive" and "Leaders Eat Last". :) | |
| Feb 25, 2016 at 20:51 | comment | added | WBW | Apologies I didn't give the correct title it is: "Abolishing Performance Appraisals" by Tom Coens and Mary Jenkins | |
| Feb 25, 2016 at 18:28 | comment | added | zechdc | @WBW I would love to read the book "Banish All Performance Appraisals" but I am unable to find it online. Who wrote it? Do you have a link? | |
| Feb 25, 2016 at 17:09 | comment | added | WBW | Compensation should not be tied to performance. Comp should be benched to what the market rates are in that area so that developers don't leave the company. You can't pay developers more money to improve their performance. At best a monetary incentive leads to short-term performance gains and long term complacency. There are lots of alternative rewards for good performance including peer recognition and workplace benefits. Your CEO should consider asking the developers HOW they want to be rewarded for good performance before assuming comp is the only way. | |
| Feb 25, 2016 at 10:18 | comment | added | Raul | I agree 100% with you. I've been in this business for a long time and know that it will not work. My current company had a big growth the last two years and now the CEO demands that I think about an evaluation / compensation method ("like any other employee in this company"). His believe is that the developers will be more happy if they get a reward for good performance. | |
| Feb 24, 2016 at 17:58 | history | answered | WBW | CC BY-SA 3.0 |