Performance appraisal of technical team under specific conditions

Practitioners nearly 8 years, from the beginning of the coding to Teamleader, all the way, see a variety of performance appraisal, but also experienced a lot of technical team did not assess the company, has been thinking about the technical development of this difficult to quantify how the work of the objective, the performance of the incentive to carry out an evaluation, also made some attempts, It is a variety of bitterness Lengnuanzizhi.

The following will be a technical team in the work only for the business development services, only focus on functionality and neglect the performance of the business functions, the project task has become a code sloppy structure arbitrary and chaotic excuses and many other issues, thus formulating a more targeted assessment methods to assess the change, the results of the assessment of the corresponding reward and punishment measures.

First of all, good code structure and specifications for training, so that we understand what kind of code is excellent, how to improve the work, and so on. To this end, the program performance indicators written into the assessment method, mainly include:

1, according to the time-consuming request response to make rules requirements, the implementation of time-consuming more than 3 seconds of request deduction processing;

2, the serious bug of the online program causes the breakdown of the downtime of the machine;

3, the code structure is rigorous, clear and so on the addition of processing (first training, give examples);

4, take the initiative to carry out technology sharing and processing;

5, the Program algorithm optimization performance improvement plus sub-processing, the reverse is deducted points;

And in the system will codereview write in, regularly organize everyone to review their own code.

Of course, these problems, in addition to the system in order to do more targeted requirements, at the company level to pay more attention to technology, can not only focus on business needs and ignore performance requirements, in the project schedule tense also need to be strict with themselves. At the same time, combined with OKR's ideas, we point out the direction of effort and improvement.

Of course, such a test for a specific period of time for a specific team, the trial 4 months have improved, but there are obvious deficiencies, such as the encouragement of innovation is insufficient, because the restrictions are too specific and rigid, we only focus on these explicit constraints and requirements, and others more conducive to the development of the team and personal attention is not enough, After a period of time the limitations also emerged. So after repeated thinking, there is no perfect examination mechanism, any one mechanism is specific to the specific period of the team to be flexible, to absorb excellent ideas, such as OKR, but also can not copy exactly the same to do, to guide the team to move forward, motivate and guide the main, suitable for their team assessment mechanism is a good mechanism.

This article is from the "CTO's Road" blog, so be sure to keep this source http://chengyiqi.blog.51cto.com/2529471/1832509

Performance appraisal of technical team under specific conditions