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You say that now but what about Mary dev who consistently pulls high effort tasks and does not finish them in the right timeframe because she goes home on time?

You say that now but what about Mary dev who consistently pulls high effort tasks and does not finish them in the right timeframe because she goes home on time? When someone consistently shows up in the bottom of the chart because they work regular hours instead of overtime, it will be demotivating, cause your employees to resent those at the bottom for not working hard enough, and will creep into performance reviews. I'm in the same boat as other posters, I am a hard no on this idea and would never subject my employees to it. When you build employee-facing metrics like this, you end up judging your employees by those metrics. Build smarter metrics. ETA: "your company culture" is dictated by things like this. So the incentive it creates in your culture is to work longer hours so you can get to the top. This is literally building company culture, and trying to say you can avoid the negative incentive by having a better culture is missing the point.

lucaronin 6y ago
I understand what you say — we never judged anyone on such metrics, but I agree I didn't do a great job at elaborating on that. Like you said, the metric is very simple, it's just an indication that is useful to understand bottlenecks, and to have some fun in a tight-knit startup team (that doesn't work long hours) where people don't like that much fixing bugs :) Like others have said, I think the line between this being healthy and useful, and this becoming a nightmare is fine, and it gets probably harder the bigger the company is. Thank you for your feedback anyway!
- jdmichal 6y ago
  > we never judged anyone on such metrics I think you need to be aware and selective in who "we" is here. Do you mean management-"we", peer-"we", personal-"I"? The post you're replying to did a great job of calling out that all of these (and more) could have very different viewpoints on this.

lucaronin 6y ago

I understand what you say — we never judged anyone on such metrics, but I agree I didn't do a great job at elaborating on that. Like you said, the metric is very simple, it's just an indication that is useful to understand bottlenecks, and to have some fun in a tight-knit startup team (that doesn't work long hours) where people don't like that much fixing bugs :) Like others have said, I think the line between this being healthy and useful, and this becoming a nightmare is fine, and it gets probably harder the bigger the company is. Thank you for your feedback anyway!

jdmichal 6y ago
> we never judged anyone on such metrics I think you need to be aware and selective in who "we" is here. Do you mean management-"we", peer-"we", personal-"I"? The post you're replying to did a great job of calling out that all of these (and more) could have very different viewpoints on this.