If I were a dev manager again, here's a stat I'd track: PR comment/approval...
If I were a dev manager again, here's a stat I'd track:
PR comment/approval ratio.
Examples:
Bob made 0 PR comments this month and approved 25 PRs. He's "rubber stamping". š
Jill made 0 PR comments this month and approved 0 PRs. She's not doing code reviews. š
Sally made 100 PR comments this month, and approved 10 PRs. Seems reasonable. š
Clarification: I would *quietly* monitor this. Iād use it to trigger conversations with the right people.
The problem with any public metric is it encourages gaming it.
Many replies are understandably concerned about the flawed nature of this metric.
Every metric is flawed. Yet, some are useful.
A metric provides a little signal. No single metric tells the whole tale. But tracking many metrics can expose potential conversations, and potential opportunities for improvement.
Every human has "private" metrics too - ways they evaluate whether someone is kind, friendly, productive, a team player, responsible, etc.
If we ignore all hard metrics, then leaders merely evaluate people based on their own innate biases. There's no perfect system.
Ultimately, each leader has to:
1. Decide what they value.
2. Try their best to create a system that helps them optimize for those values.