Talk to your employees frequently, but assess their performance annually in order to give their contributions time to produce value.
The more experience your employee has, the longer you should allow for their contributions to be assessed. Why? Your best employees may take days or weeks to contribute code to your application, and that’s OK. They’re making long term investments that will significantly impact your company’s bottom line. Troy Hunt: Offshoring roulette: lessons from outsourcing to India, China and the Philippines. I've had this blog post in one form or another of draft for several years now.
I hesitated to complete it, in part because at the best of times cultural observations can easily be misinterpreted and also in part because of the role I had in working with many outsourcing vendors across Asia. Whilst the former hesitation has in no way changed, the latter has and I think it's a genuinely interesting topic worth sharing, particularly before my outsourcing memories fade too far. One thing before I begin: these are opinions based on personal observations.
I'll qualify them wherever possible and articulate my experiences as far as I can but they remain just that - my experiences. The One Method I’ve Used to Eliminate Bad Tech Hires - Mattermark. Let’s be real.
Interviews are a terrible way to hire tech candidates. Not only do you not get a real sense of the candidate, they often weed out good candidates in favor of bad ones. In this fantastic article on Medium by Eric Elliott, he talks about many of the techniques that work and don’t work for interviewing engineers. In regards to what works the best, I found that these 2 ideas work the best when combined.