🔸 TL;DR

Evaluating a developer isn’t just about “are there bugs?”.

Look at code quality, team impact, delivery, innovation, problem-solving, and personal growth.

If you only measure output, you’ll miss the people who make the whole team better. 💛

🔸 WHAT REALLY MATTERS

▪️ 👍 Code Quality: minimizing bugs

Clean, maintainable, well-tested code that reduces incidents and support load.

Fewer regressions, better readability, good test coverage = long-term speed for the team.

▪️ 👏 Team Impact: good influence on team productivity

Helps others, reviews code constructively, shares knowledge.

A strong dev lifts the whole squad, not just their own tasks.

▪️ 🫴 Project Delivery: respect the deadlines

Delivers reliably, negotiates scope when needed, communicates risks early.

Not “hero mode”, but predictable, professional execution.

▪️ 💛 Innovation Drive: discovering and bringing new technologies

Explores tools and practices that solve real problems (not buzzword hunting).

Runs small experiments, proposes improvements, helps the team adopt them safely.

▪️ 💡 Problem-Solving: tackling complex technical challenges

Understands trade-offs, digs into root causes, doesn’t just patch symptoms.

Able to simplify complexity and make sound architectural decisions.

▪️ 😆 Personal Growth: continuous learning

Seeks feedback, learns from incidents, reads, experiments, shares.

A dev who keeps growing today will solve tomorrow’s problems.

🔸 TAKEAWAYS

▪️ Don’t reduce developers to story points or tickets closed.

▪️ Reward those who make the system AND the team better.

▪️ Mix hard skills (code, delivery) and soft skills (impact, growth) in your evaluations.

▪️ Use these 6 dimensions as a simple, shared evaluation grid for your team.

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