>That's a large part of the reason I like semi-enforced distributions in curve-oriented review systems. I'm still at the point where I tend to see the disadvan

>That's a large part of the reason I like semi-enforced distributions in curve-oriented review systems. I'm still at the point where I tend to see the disadvantages of this approach. It seems to me that, in terms of performance management, that the important pieces are the regular one on ones and an honest effort to work equally with people who are high/normal/low performers to improve. A forced distribution seems to work against that because it puts people in the position of defending themselves rather than being open to a discussion. However, that's my view from a bit further down the food chain from your own experience (as a first level lead for teams between 21 and 37 developers). I also agree with InclinedPlane that ultimately it's about intrinsic motivation and being connected to work that interests you. If you can create that kind of work environment you'll get developers who are engaged and want to work hard because it's something that interests them.