Comment by pas
5 years ago
I agree, but. People skills. Allegedly managers have them.
Plus until corps can fire and replace the slackers, they are not in danger. (Because it's unlikely to hire someone while the quarantine is in effect.)
But simply tying pay to daily performance usually works.
How do you set daily targets? All known measures (e.g. lines of code, bug counts) produce bad software because they are gamed.
I haven't said target. I said performance.
Working remotely both incentives and sort of mandates better visibility into one's working/thinking processes.
Writing, explaining, documenting, committing, pushing, testing one's work is important. It helps others know what you are up to, and helps you to be able to better show your work.
By reporting progress, daily targets should not be a certain tangible goal necessarily, rather than that some progress has been done and reported. This isn't perfect of course but I think it's possible to evaluate whether or not the tasks/progress someone has made reflects a days work.
Daily targets are a waste of time in my opinion. Weekly targets make much more sense. But as a team meeting, not for a performance evaluation.
That said, people constantly measuring performance should be replaced by productive people. It is always a management failure if your people are slacking off. Otherwise I would just do something that makes me look good on daily reports. That can have massive negative implications for general business interest. That creates the typical blinders that make large corps unproductive.
Daily targets make sense in production, but not for evaluating employees, but because you need it for other business processes to allow supply and demand fit the productivity.
The current trend for more employee surveillance is mostly a scam and doesn't even help productivity. On the contrary it tends to create unnecessary overhead, like daily meetings. It is one of the most non-creative employment of information technology.
That said, daily meetings can be extremely important for remote teams. But those are mostly about other topics anyway.
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You appear to be unfamiliar with best practices in software project management. User stories (or change requests or whatever you call them) are either done or not done. Progress on tasks is meaningless: from a customer value standpoint either the functionality is ready to deliver or it isn't. If you ask for progress reports then developers will report a lot of "progress" but it's totally meaningless.
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