How to manage software developers without micromanaging

I’ve been asked several times this year about measuring a software developer’s productivity, quality, and outcomes, especially when leadership promotes hybrid working models.

But here’s the reality that tech organizations face when it’s difficult to hire and retain great software developers: Talented software developers bristle at the idea of being closely managed, and many will leave jobs where there is a culture of micromanagement.

Asking a developer to report to a manager with no software development experience can spark fears of process bureaucracy. Some agile software developers who embrace the extremes of self-organizing principles want full autonomy and may rebel at any sign of leadership attempts to measure productivity, quality, or other performance considerations.

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