Timeline for What are my options for performance appraisals for software engineers?
Current License: CC BY-SA 4.0
20 events
| when toggle format | what | by | license | comment | |
|---|---|---|---|---|---|
| S Jun 27 at 6:25 | history | suggested | bobobobo | CC BY-SA 4.0 |
Get Dilbert from archive
|
| Jun 23 at 9:00 | comment | added | bobobobo | When you try to assess performance per the individual as you're describing, without reference to some external meter-stick, you really are trying to treat them like they are your student or child. If you're not careful, the result can actually be a lot of coddling, which doesn't tend to develop people all that quickly or all that well. Just because you haven't yet discovered any good, objective ways to measure the performance of an engineer, does not necessarily mean there aren't any | |
| Jun 22 at 15:46 | review | Suggested edits | |||
| S Jun 27 at 6:25 | |||||
| May 23, 2017 at 12:37 | history | edited | CommunityBot |
replaced http://stackoverflow.com/ with https://stackoverflow.com/
|
|
| Apr 13, 2017 at 12:46 | history | edited | CommunityBot |
replaced http://pm.stackexchange.com/ with https://pm.stackexchange.com/
|
|
| Jun 20, 2014 at 5:56 | comment | added | Krunal | Thanks everyone for your insights and comments.. we actually did it like you suggested. We worked on system where we discuss and note down the yearly goals of each team and then based on goal, define the strategy and metrics to monitor the performance of the team over time. We monitor it on monthly basis. Similarly there is a KPI for each individual in team which is very specific to the work assigned to him which helps us monitor how they are performing. Moreover, we included other personal goals like learning new technology, or writing tech papers, etc. based on which performance is measured. | |
| Jun 20, 2014 at 5:53 | vote | accept | Krunal | ||
| Jun 12, 2014 at 17:08 | comment | added | Dan Lyons | @JeffO Money is important up to a threshold (can you pay your bills? is it fair market value?). Once you have passed that threshold, it's no longer very important when compared against other motivators such as work/life balance, job appreciation, good team chemistry, etc. | |
| Jun 12, 2014 at 5:49 | comment | added | Krunal | @Pepone If you think your employees are lying to you then there is an issue with the trust level you have with your team. Its completely a different issue and before you thing something like this.. you need to overcome your belief and ensure the trusting environment within your business team. | |
| Jun 12, 2014 at 5:45 | comment | added | Krunal | @Pepone Yes, you're right. I am young as well as non-experienced with this area... so I'm learning and before we do it, I want to know best practices of the industry to understand how its done! Do you think there is something wrong in knowing how others are doing it? | |
| Jun 11, 2014 at 13:54 | comment | added | Pepone | @lorenzog unfortunately employees lie a lot about how they view pay/perks so saying pay has no effect is I am afraid wrong | |
| Jun 11, 2014 at 13:52 | comment | added | Pepone | @krunal sorry you must be either very young or naive If you think that there is a simple metric that you can some how magically use to make a PRP/APR system immune from all its negative effects. | |
| Jun 10, 2014 at 20:01 | comment | added | lorenzog | @JeffO my point was that to improve performance, money is not important. It does not imply that money is not important at all. "If my grandma had wheels, she would be a bycicle" does not mean she is a bycicle. | |
| Jun 10, 2014 at 17:05 | comment | added | user8365 | I am not ashamed to say I will not show up for work tomorrow if I'm not going to get paid and if I'm able to support my claim, will always ask for more money. Imagine Forbes Magazine claiming money isn't important-what a joke. | |
| Jun 10, 2014 at 9:56 | comment | added | Krunal | @Pepone Thank you for your suggestion. I understand point you are trying to make. But there should be some system (if not metric) on which performance is measured, and it needs to be transparent and with human factor like lorenzog has advised. | |
| Jun 9, 2014 at 10:33 | comment | added | Pepone | @Krunal better to forget the entire idea prp systems will be abused - normally they get captured by HR and used to drive headcount reductions and/or reduce the pay quanta - with the result of destroying morale and losing you your best people. | |
| Jun 9, 2014 at 8:18 | comment | added | lorenzog | @Krunal no problem :) I hope I made your team's life a little bit easier! | |
| Jun 9, 2014 at 8:18 | history | edited | lorenzog | CC BY-SA 3.0 |
added 131 characters in body
|
| Jun 9, 2014 at 8:11 | comment | added | Krunal | Thank you for posting a detailed answer with explanation. I agree with you and understand your points.. they are truly valid. I will go through the links you shared and try to come up with some simple system for appraisal system. | |
| Jun 9, 2014 at 8:07 | history | answered | lorenzog | CC BY-SA 3.0 |