If you don’t have levels and expectations clearly defined for developers, this will block you to conduct fair performance review meetings. If you’re a manager, make it your job to fix this and put together a system that will generate trust, motivate your team members and lead towards a common goal. Here are some great three observations about performance review meetings from Gergely Orosz.
The main reasons for performance reviews are the following:
The trust between employee and manager is most likely to be broken as a result of an unqualified performance assessment.
Poor performance evaluations break the trust and are the first step for the employee to look for other opportunities.
Employees also need to build trust in the systems used to evaluate performance. Therefore it is essential that employees have access to their own data and can continuously track themselves.
Too few engineering managers put meaningful time into writing performance reviews that have feedback of substance.
What managers need to do is to conduct an evaluation from a quantitative viewpoint to accumulate indicators and then use this to ask the right questions. This will allow managers to move top-down starting at general metrics but then uncover the exact measures and goals that will help software developers achieve high-performance.
When we are called to account and when we see that others are also called to account, it satisfies our need to feel that we are being treated similarly to others. It's essential to make sure that the results your developers are achieving provide more motivation and momentum. Make sure that people and teams are focused on what gets things done and the goals are achieved.
The quantitative recognition of achievements is just as important as the qualitative. It is therefore absolutely necessary that managers always look at the performance of an employee from both perspectives.
Accountability relies on seeing and measuring first. With JonnyGit you can now discover the importance and the role of each team member for your software development organization.
For a good performance review you need to understand your drivers and barriers for higher performance. Use the data you already have to increase velocity of your software development team.
Understanding how my knowledge is one thing, but as a manager of high-performing teams you need to know which areas need improvement and which team members can I ask to fix it.