> However, to be clear, software teams, engineers, and engineering managers are absolutely evaluated on their performance,
Yes, and no one said that this kind of evaluation has produced long term success. It has widely been recognized that when upper management is more involved in evaluation rather than leading teams of managers themselves, they address issues and market conditions too late. Thus, affecting businesses negatively over and over.
In other words, managers are being asked to NOT perform to certain metrics/evals but to make choices that benefit the company - even if it falls outside any evaluation rubric.
Pardon my cynicism, but this doesn't really change anything. These companies are still evaluating their employees, just informally. They are still promoting and firing people. There are still teams who are doing well and teams that are not. There are teams that picked the right goals and met them, and teams that failed to deliver on their promises for yet another quarter. There are still teams with happy stakeholders and teams that infuriate everyone whom they interact with.
It doesn't matter how you measure it or try to ignore it, the buck still stops with the manager of each team.
Yes, and no one said that this kind of evaluation has produced long term success. It has widely been recognized that when upper management is more involved in evaluation rather than leading teams of managers themselves, they address issues and market conditions too late. Thus, affecting businesses negatively over and over.
https://hbr.org/2016/10/the-performance-management-revolutio...
In other words, managers are being asked to NOT perform to certain metrics/evals but to make choices that benefit the company - even if it falls outside any evaluation rubric.