This is a sensitive area that, if handled poorly, can lead to micromanagement. But used carefully, data can support fair, constructive career growth discussions.

1. Group Key Metrics by Contributor

➡️ Where: Contributor Insights

Build a table of key metrics per contributor to compare patterns.

➡️Suggested metrics:

• Impact
• KSI
• Churn
• Help Others
• Unreviewed PRs

Step 2: Identify What Top Performers Do

➡️ Look at the behaviours of consistently strong contributors:

• Balanced coding and reviewing
• High-impact changes
• Active in helping others

Step 3: Share Insights as Suggestions, Not Scores

➡️Use what you learn to guide conversations:

• “These are traits we often see in strong performers.”
• “Here’s what’s working well—maybe it’s worth trying.”

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Avoid turning it into a ranking or performance scoreboard.