Let me get this straight:
Person A, a programmer, who writes easy-to-understand code, but takes a bit more time to finish their tasks
Person B, a programmer, who writes dirty code, but takes much less time to finish their tasks
The current non-technical manager will see only one part of the picture and promote Person B. Moreover, Person A might get in trouble, and pressure to “compromise on quality.”
Within a short-term, it is understandable.
Within a long-term, this is a disaster scenario!
So should the “code quality” be part of a performance portfolio of the developer when it gets to promotion time? And how do we get there?
Person A, a programmer, who writes easy-to-understand code, but takes a bit more time to finish their tasks
Person B, a programmer, who writes dirty code, but takes much less time to finish their tasks
The current non-technical manager will see only one part of the picture and promote Person B. Moreover, Person A might get in trouble, and pressure to “compromise on quality.”
Within a short-term, it is understandable.
Within a long-term, this is a disaster scenario!
So should the “code quality” be part of a performance portfolio of the developer when it gets to promotion time? And how do we get there?