Individual performance isn’t the critical attribute for a company / hiring manager though. You can be an exceptionally talented developer and still be a complete asshole no one wants to work with.
You can also be someone who just doesn’t have the rest of the skill stack to deliver really outstanding products. Technically intricate and high performance, sure - but how about easy to use, valuable and cherished, insanely great?
Funny enough, Google’s own HR division did a huge longitudinal study of what makes teams great; Project Aristotle. What they found was that the sum of individual performance is nowhere near as important as having psychological safety in the team - high trust, high empathy, high openness and vulnerability and feedback without blame.
https://rework.withgoogle.com/print/guides/5721312655835136/
https://www.nytimes.com/2016/02/28/magazine/what-google-lear...
https://lh3.googleusercontent.com/TAateRpOGZ7R8mKp6SYD7m19r4...
> The researchers also discovered which variables were not significantly connected with team effectiveness at Google:
Colocation of teammates (sitting together in the same office)
Consensus-driven decision making
Extroversion of team members
Individual performance of team members
Workload size
Seniority
Team size
Tenure
You can also be someone who just doesn’t have the rest of the skill stack to deliver really outstanding products. Technically intricate and high performance, sure - but how about easy to use, valuable and cherished, insanely great?
Funny enough, Google’s own HR division did a huge longitudinal study of what makes teams great; Project Aristotle. What they found was that the sum of individual performance is nowhere near as important as having psychological safety in the team - high trust, high empathy, high openness and vulnerability and feedback without blame.
https://rework.withgoogle.com/print/guides/5721312655835136/
https://www.nytimes.com/2016/02/28/magazine/what-google-lear...
https://lh3.googleusercontent.com/TAateRpOGZ7R8mKp6SYD7m19r4...
> The researchers also discovered which variables were not significantly connected with team effectiveness at Google:
Colocation of teammates (sitting together in the same office) Consensus-driven decision making Extroversion of team members Individual performance of team members Workload size Seniority Team size Tenure