As others have already stated, you're new. Most new managers try evaluating staff using their own personal measuring stick. Doesn't work that way. Never as,

As others have already stated, you're new. Most new managers try evaluating staff using their own personal measuring stick. Doesn't work that way. Never as, never will. Comparing others to what you believe your performance would be leads to frustrations for all. I have two personal rules I apply to any management situation. 1. The circle of trust starts big and shrinks every time you fuck me. All of my staff are aware of this. Aware of my expectations and it rarely requires a personnel meeting. I don't micro-manage unless I'm forced into it by someone's behaviour or performance. 2. Managing a team of devs is no different than coaching a sports team. You have varying levels of talent, ambition and inter-personal skills. The trick is to find the best fit for "players" where they feel they're contributing and others don't resent them for "messing up". Once you do that you can develop them. As a team lead it is your responsibility to your staff, and the company, to develop those individuals. I guarantee treating staff like people instead of widgets pays in the long run. With that being said, sometimes a team member doesn't see acknowledge a lack of skill, etc... and they have to be let go.