Nicely worded critique, although I disagree with both positions.
It would seriously impact my enjoyment of work if I need to keep an achievement diary. I know I am not writing it for myself, this is the reality of business, no need to pretend otherwise. Self-advertising is needed in most companies, sadly, but these companies are mostly distinct from those that do indeed develop Whatsapp and SQLite. You leave work at that point and go into an anonymous business world. Often they would have difficulties keeping developers and engineers happy, usually that is done by generous compensation because they have to put up with the demands of business that are distinct from the task of planning and developing. Perhaps there are some that like it, but there certainly are those that do not.
I have seen software projects crash and very rarely, if ever, was it the problem of developers being too slow or not competent enough for the task. Sometimes there are external reasons why something fails. There is also brilliant software that never reached conventional success or it isn't necessarily the best software product that beats the competition in the end, although "best" is of course not a hard metric.
It should be noted that the analysis from McKinsey was for a certain subset of developers, mostly those working with countless other devs on cloud applications. Of course then deployment frequency is a topic here, otherwise a software the never needs to be redeployed is probably better. That metric will never hint that you might use the wrong infrastructure.
Best way management can determine developer performance? Try to see that you do your job. Define expectations and see they are communicated to everyone involved. If something comes up on a critical path or some intermediate goal couldn't be kept, you have work to do. Perhaps there is a lack of knowledge for developers, perhaps they focus on the wrong parts of a software project, or whatever reason. I told my former manager that I don't do performance interviews anymore and that was that. I still worked there and liked the job and that was no problem. Ask yourself if you want to be 100% productive. Who in the hells want that? It is a completely insane life goal. You want success in your business endeavors of course and developers need to be included here. To the highest degree possible, which is true for any employee for that matter.
The gender sensibility of the author is strange. Have your wife write the article then, be the change. In other places women may prefer to be not be treated distinctly from their peers. Since the article focuses on curtesy so much, maybe give them the opportunity to complain themselves if they want to.
It would seriously impact my enjoyment of work if I need to keep an achievement diary. I know I am not writing it for myself, this is the reality of business, no need to pretend otherwise. Self-advertising is needed in most companies, sadly, but these companies are mostly distinct from those that do indeed develop Whatsapp and SQLite. You leave work at that point and go into an anonymous business world. Often they would have difficulties keeping developers and engineers happy, usually that is done by generous compensation because they have to put up with the demands of business that are distinct from the task of planning and developing. Perhaps there are some that like it, but there certainly are those that do not.
I have seen software projects crash and very rarely, if ever, was it the problem of developers being too slow or not competent enough for the task. Sometimes there are external reasons why something fails. There is also brilliant software that never reached conventional success or it isn't necessarily the best software product that beats the competition in the end, although "best" is of course not a hard metric.
It should be noted that the analysis from McKinsey was for a certain subset of developers, mostly those working with countless other devs on cloud applications. Of course then deployment frequency is a topic here, otherwise a software the never needs to be redeployed is probably better. That metric will never hint that you might use the wrong infrastructure.
Best way management can determine developer performance? Try to see that you do your job. Define expectations and see they are communicated to everyone involved. If something comes up on a critical path or some intermediate goal couldn't be kept, you have work to do. Perhaps there is a lack of knowledge for developers, perhaps they focus on the wrong parts of a software project, or whatever reason. I told my former manager that I don't do performance interviews anymore and that was that. I still worked there and liked the job and that was no problem. Ask yourself if you want to be 100% productive. Who in the hells want that? It is a completely insane life goal. You want success in your business endeavors of course and developers need to be included here. To the highest degree possible, which is true for any employee for that matter.
The gender sensibility of the author is strange. Have your wife write the article then, be the change. In other places women may prefer to be not be treated distinctly from their peers. Since the article focuses on curtesy so much, maybe give them the opportunity to complain themselves if they want to.