Performance reviews can be a valuable tool for boosting employee engagement and helping them grow in their careers, but they can be challenging to conduct effectively in highly technical fields like software engineering.
To conduct a thorough performance review that genuinely brings value to the person, you will need more nuanced approaches than just relying on general performance review templates.
Our software engineer performance review article provides easy-to-follow practices that will help you conduct performance reviews with quality and with minor tweaks.
These steps will help you create and execute reviews for other technical roles in your organization as well. Let’s get in!
Instead of staring at a blank page, wondering where to start, you should use performance review software such as Plai to get customizable templates. That way, you will immediately have some important areas you should focus on, which will steer your thoughts in the right direction and give you more nuanced ideas that will fit your company in particular.
Now that you have a template setting a clear goal and asking yourself what you want to achieve with the software engineer performance review is crucial.
Here are some ideas:
Self-reviews are an excellent tool in the review process that will help employees take ownership of their professional development instead of waiting for peer reviews or direct reports from their managers.
However, self-reviews can be tricky, as employees often need help knowing where to start in their software developer performance review. To help them, it is a good idea to give them guidelines and ask some open-ended questions to steer their mind in the right direction:
When doing performance evaluations of software engineers, it's essential to consider several metrics. Don't only rely on easily measurable things such as the number of lines of code written, tickets and bugs resolved or tasks cleared from the kanban.
Things such as willingness to help colleagues, communication, adaptability and problem-solving all play a huge role in software development teams.
Remember to use the same metrics for each person in the same position to avoid discrimination and perform fair performance reviews.
Software engineers are generally very logical, meaning they will want to hear concrete steps they should take to improve their performance. Here are some ideas:
Schedule follow-ups to ensure your software engineers consider the performance review and implement the feedback. For example, set quarterly follow-ups if you have a 6-month performance management cycle. By providing continuous feedback, you will help the team stay on track and give them more milestones to keep them going forward between reviews.
As you can see, conducting effective software engineer performance reviews can be pretty simple if you set clear goals, and especially if you have a handy HR performance software to help you through the process.
Plai simplifies performance management in software development companies and is loved by hundreds of clients worldwide for its clean interface and powerful features. Book a free demo now, and see how Plai can help your software development team step up their game based on detailed performance reviews you regularly conduct.
In this guide, you will find:
- OKR principles
- Formulas & scores
- OKR methodology
- Step-by-step guide
- Free OKR templates
- Common mistakes
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