people metrics | TechWell

people metrics

Platform with first, second, and third positions The Problem with the People-Management Bell Curve

Conforming team performance evaluations to a tidy bell curve is a simple, quantitative solution to the challenging problem of rating employee performance. However, it doesn’t work. It’s unrealistic (not to mention counterproductive) to force-fit employee evaluations to the curve when that doesn't reflect their work.

Payson Hall's picture
Payson Hall
Yellow and gray rulers Rethinking Your Measurement and Metrics for Agile and DevOps

In their transition to agile and DevOps, many teams forget they also need to update their measurement and metrics plan. Some measurements and metrics from the traditional waterfall software development lifecycle may remain useful, but many may not provide value—and some may even adversely impact progress toward goals.

Michael Sowers's picture
Michael Sowers
Four quadrants of citrus fruit Effectively Measuring Agile Leadership

Culture drives performance, and agile leaders set a team's culture, so leaders should be measured at how effectively they’re doing just that. The challenge is, what might that look like? Here’s an idea for a four-quadrant measurement approach for leaders' organizational and personal effectiveness in agile contexts.

Bob Galen's picture
Bob Galen
Comparing apples and oranges Why Process Standardization Is a Terrible Idea

Having a standard process everyone uses makes sense in theory. You could compare metrics and progress across teams and projects. But it practice, it becomes like comparing apples and oranges. Teams aren't all the same, and neither are projects. Each team need its own optimized way to deliver value.

Johanna Rothman's picture
Johanna Rothman
Feedback Challenges in Self-Organizing Teams

Self-organizing agile teams can present challenges when you want to give individual feedback. Everyone can see the results of what the team accomplished, but the contribution of each person is less apparent. Steve Berczuk has tips for managers and team members on noticing and getting noticed on agile teams.

Steve Berczuk's picture
Steve Berczuk
How to Deal with an Underperforming Employee (without Making It Awkward)

Sometimes, an employee's ability just falls short of what your team needs. Talking to an employee about his performance can be uncomfortable, but it doesn't need to be. You need to make sure they know what’s expected of them, what kind of improvements you’re seeking, and how you’ll gauge their improvements.

Naomi Karten's picture
Naomi Karten
The Risk of Negative Customer Experiences

If people have a positive customer experience, they tell a few friends, but if they have a negative one, they tell everyone—and now that social media have made sharing so easy, no flaw, delay, or mistake seems too small to complain about. More than ever, it's important to create positive customer experiences.

Naomi Karten's picture
Naomi Karten
Six-Hour Workdays: As Great As They Sound?

Companies in Sweden are experimenting with shifting to a six-hour workday. If employees have less time to do their work, they won't dabble in personal, time-wasting activities, so the same amount of work will still get done as in an eight-hour workday—or so the thinking goes. Would you try a six-hour workday?

Naomi Karten's picture
Naomi Karten