{ "media_type": "text", "post_content": "I want to promote my engineers but I'm not sure how to evaluate their performance. Number of bugs solved / features created?", "post_id": "616ef5bfd1f9ed002dd42341", "reply_count": 5, "vote_count": 9, "bowl_id": "55375ce690f5eebe1d2a0f88", "bowl_name": "Tech" }

I want to promote my engineers but I'm not sure how to evaluate their performance. Number of bugs solved / features created?

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You need to think about technical skills and soft skills. Are your engineers able to communicate well? Do they demonstrate good knowledge technically? Do they help other engineers or mentor them? If it's going to a senior role, they will need to demonstrate some leadership qualities along with being a SME in their area.


Quite a broad question, and definitely not by #of defects solved/stuff built. Ask what is important for the company, the team, the product/service, and the customer (not necessarily in this order). Start from there and find out what are the hallmarks of the best engineer. List out top quantitative and qualitative items to evaluate them on. Get a few more heads thinking about this where you work, and that should do it. Pretty sure your HR already has a performance evaluation model.

Definitely not just the number of features created. Some take longer than others, and some truly amazing ones take longer than the rest.

I was thinking the same thing, I like what SM 1 was saying to focus on instead.


Think it comes down to total value the individual brings to the company. This can be a bit subjective, but I think it's a better lense than going off bugs and features

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