hardworkonly

Who said I'm measuring PR sizes and lines of code? lol

To clarify, the tool is not meant to measure "success". In that case, you are absolutely right, it cannot be used for that. And I don't think a tool can measure those things.

The tool only is only meant to track important producitivty metrics. PerfPerf is here to check that there isn't someone "playing the game" and doing the bare minimum. AND to praise the ones doing more!

Example: When someone on a team, always approves PR's without never requesting changes. If that behavior is not standard in the team, it's gonna be flagged if happening for a full month.

Example2: Someone on the team, review only 20% of the PRs when requested as reviewer compared to the average of that team that review 60%. that's also gonna be flagged for review.

Let me know if that makes sense.

Well, I can safely say that I'm not toxic. All my recomandation mention the good vibes I bring to the teams I was part of. But to be fair... I would have said the same thing reading what I posted above lol

I'm thinking about only surfacing data when there is a huge gap between someone's performance and the average/median in a team.

I'd like to have metrics that would keep managers in check. I was thinking about adding team metrics, and attributing drops to the managers. Espetially now that I have data coming several teams from different companies, I can safely attribute that to managers when it deviates too much from the "global average".

Let me know if that makes sense.

I truly do understand your viewpoint haha I would have thought the same thing if I read that post myself. But I'm just a cool dude unfortunetly lol And! I have recommandation from several colleagues regarding my work ethic AND the good energy I bring in the office.