Ask HN: How should developer performance be measured quantitatively?
3 comments
If you’re trying to come up with purely quantitative metrics, I have a suspicion you’ve been neglecting your own responsibilities, which are less quantifiable.
Like 1:1s. That’s an opportunity to check in well before any periodic adjustment cycle. Because it’s more than numbers.
If a manager needs a bunch of quantitative data at the start of a review cycle because they don’t know how their employees are doing, it’s the manager that needs an adjustment. Down. Or maybe out the door entirely.
Like 1:1s. That’s an opportunity to check in well before any periodic adjustment cycle. Because it’s more than numbers.
If a manager needs a bunch of quantitative data at the start of a review cycle because they don’t know how their employees are doing, it’s the manager that needs an adjustment. Down. Or maybe out the door entirely.
Thanks for sharing! I agree. What structure / process would you prefer to evaluate developer’s performance qualitatively?
If you as a manager have an active dialogue with your direct reports, you’re checking in. You are the thermometer. You need to take enough measurements to rule out anomalies.
What makes sense as a measure is going to vary by business, role, and even individual.
What makes sense as a measure is going to vary by business, role, and even individual.
What metrics do you look at when adjusting salaries, comparing teams and developers?