EMs, how do you evaluate the performance of a Dev if you only have stats for tickets completed
EMs, How Do You Evaluate the Performance of a Developer If You Only Have Stats for Tickets Completed?
As engineering managers (EMs), we often face the challenge of evaluating the performance of our developers. In a kanban setup where teams operate independently and the focus is on flow rather than sprints, this task can become even more daunting. Recently, a query surfaced about how to assess developer performance based solely on the number of tickets completed over the last quarter. In this blog post, we’ll explore the complexities of this evaluation process and provide insights that can help EMs navigate this challenge effectively.
The Complexity of Developer Performance Evaluation
Evaluating developer performance is not a straightforward task. It is nuanced, complex, and inherently dynamic. As one commenter aptly put it, “Evaluating dev performance is a nuanced, complex, dynamic, and artistic alchemy.” This complexity stems from several factors:
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Quality vs. Quantity: Simply counting the number of tickets completed fails to account for the complexity and significance of each ticket. A developer might complete five simple tickets while another tackles one challenging issue that has a significant impact on the project. Therefore, relying solely on ticket count can be misleading.
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Contextual Understanding: If you lack a strong engineering background, interpreting the work behind the tickets becomes difficult. Understanding the nature of the tasks, their difficulty, and the impact they have on the team and the product is crucial for a fair evaluation.
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Team Dynamics: Each developer may contribute to the team in different ways. One might take on more difficult projects, while another may excel in bug resolution or team collaboration. Evaluating performance without considering these dynamics can lead to skewed assessments.
Questions to Consider
Before jumping into an evaluation based solely on ticket completion, consider asking yourself and your team the following questions:
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What kind of work do the developers engage in? Understanding the nature of their contributions will help you assess their performance more accurately.
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Why is this evaluation being conducted? Clarifying the purpose of the evaluation can guide your approach and help you communicate it effectively to your team.
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What additional data can be gathered? Beyond ticket counts, consider peer and manager feedback, which can provide insights into strengths, growth areas, and overall contributions.
Methodologies for Fair Evaluation
To ensure a more holistic evaluation of developer performance, consider combining quantitative metrics (like ticket counts) with qualitative insights:
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Peer and Manager Feedback: Collect anonymous feedback from peers and managers to gain a comprehensive view of each developer’s performance. This can highlight strengths and areas for improvement that raw ticket data might miss.
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Contextual Analysis: Assess the complexity and impact of completed tickets. Engage with team leads to understand each developer’s contributions on a deeper level, as one commenter advised, “If you haven’t been paying enough attention to know what they actually do, I hope there is someone you trust leading the team who was.”
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Focus on Outcomes: Shift the focus from raw ticket completion to the outcomes achieved. Consider whether the work contributes to business goals, improves customer satisfaction, or enhances team performance.
Anecdote: Lessons from Experience
In my experience, I once assigned a set of tickets to four different developers, each with varying levels of complexity. One developer completed his tasks in two weeks, while another took two months. When it came to the developer who took three months, he claimed he was working on the hardest ticket. However, I had documented the difficulty levels of the tickets and could demonstrate that his assignment was the simplest.
This experience reinforced the lesson that performance evaluations need to be backed by context and understanding. It’s essential to know not just what developers accomplish, but how and why they accomplish it.
Conclusion
When faced with the challenge of evaluating developer performance based solely on tickets completed, remember to dig deeper. Embrace a more holistic approach that considers quality, context, and feedback. By doing so, you can provide a fairer assessment that truly reflects each developer’s contributions to the team and the organization as a whole.
In the end, the goal is not just to evaluate but to foster growth and recognize the value each developer brings to the table. As we navigate the complexities of performance evaluations, let’s ensure our methods reflect the true essence of our teams’ work.
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