Performance Evaluation for Software People
Software teams suffer from traditional appraisal methods and routine performance evaluation activities which take place in almost all organizations. The objectives of these appraisals (whether announced or not), is usually to determine financial raises, seasonal incentives, and job titles. In almost all cases, such practices demotivate individuals and undermine team values; as put by professor Edward Lawler: Performance appraisals “do more damage than good”, and “when poorly done, they create a multitude of problems”!
In this workshop, we will redefine the objectives of performance evaluation, and will understand how these objectives differ dramatically in case of team evaluation versus individual evaluation. We’ll study what intrinsically motivates software people and how non-monetary incentives nurture this motivation. Finally, you’ll be introduced to new models of salary calculation and ranking in organizations built upon trends in management like Teal Organizations and Management 3.0.
Who Should Attend
- Middle and senior managers
- HR Managers, HR Specialists
- Team Leaders, Scrum Masters
- Project/Product managers
- Anyone involved in the process of evaluation
No prerequisites required for this workshop.
- What’s evil about performance appraisals
- Should smarter people be rewarded more money (as a means of motivation)?
- Famous misconceptions about motivating software people
- Team versus individual evaluation
- Non-monetary incentives and how they nurture intrinsic motivation
- Hazards of using process data in individual performance evaluation
- Decoupling seniority from authority
- Salary formula techniques and levels of seniority
One day, from 9:00 am – 5:00 pm