As a team leader for software developers, how do I define good performance?
Feedback is very important to me, I want to know from my manager how I am doing, whether my performance is satisfactory or not. In the same way, I want it to be clear for the team that I manage, what I look for in a staff member. I want to make sure that these things are very clear, and that my staff knows them by heart and able to tell me about these from memory.
1. Able to communicate properly.
Staff member should be able to communicate potential problems, current problems and concerns both to me and the client. They should not suffer in silence, but as their supervisor, I want to be able to help them.
My manager once told me:
Kung may problema, wag mo itago. The earlier you bring it up, the more options we have. Kapag nasa dulo na, baka wala na ako magawa.
On another note, one thing I don't want them to do is to overpromise. Never overpromise.
2. Quality and speed of technical delivery.
As developers, this is our core competence. Developers should have excellent technical skills and able to cope up with the demand of the work in terms of speed of delivery.
3. Positive happy humble attitude.
I want staff members to be happy and positive. Software development is a high pressure work. Developers need positive happy attitude in order to make the work lighter.
During team huddles, if I see them laughing and teasing each other, I know I'm doing something good.
During one on ones, everyone should be open to correction.
We have nothing to prove, but everything to improve.
4. Volunteer when there is open time.
There will be times that staff members will have open time. When they have open time, I appreciate it whenever they let me know they don't have any tasks.