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Asked a question 2 years ago

Hey EOS Community, my name is Blake I lead a software development team. We are in the process of implementing EOS at our organization. I was wondering if anyone is familiar with software development organizations and tips/best practices on scorecards, metrics, and numbers. My development team is curious about metrics and how all that works. We are wondering what other software development companies do for their scorecards, metrics, and numbers, and maybe some examples. We think that some metrics/numbers could be unfair and may actually stress the team out. Any tips/comments you have here would be extremely helpful. Thanks in advance. Blake

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You've gotten some good insight from Dev't leaders in other software companies. I want to address the cultural aspect of your question - specifically the concern about fairness and "stressing people out." It's important to remember the people who lead, manage and work in a company running on EOS use data to be great every week (or at least most weeks), not to catch people screwing up.  

Managing this cultural shft is arguably MORE important than finding exactly the right measurables. Consider asking your team-members what constitutes a great week (and a lousy week) - and using those answers to compile a list of scorecard numbers you can choose from. You'll get resistance from people who don't want to be accountable for anything they can't completely control - but isn't that what developing software and running an entrepreneurial company is all about?! 

In other words - the pushback you may be hearing about WHAT you measure is really pushback about accountability. Make sure you hear those concerns, pinpoint the real issue, and talk through this perfectly natural human aversion to being measured every week. Assure them that when a number is off track, we'll work TOGETHER to get it back on-track. Then pick one or more measurables, set realistic goals, and drive accountability for keeping those numbers on-track. 

The scorecard will then evolve over time into something EVERYONE appreciates, not just you or the leadership team. And in the process, some of your least accountable people may leave. Which means you'll be left with folks who have the desire AND skills to help the company achieve its Vision...week in and week out. 

Christine Watts
Head of Client Success & Product at

Love the other answers on here, so no other developer metrics to add to their lists, but another thing I would think about for the dev scorecard (so they have visibility) is any other Client Success or sales metrics. 

Having the team see things like an NPS score or other customer health metrics that you are tracking alongside key CS numbers is helpful for them to understand how the product (their work) affects the other teams. 

Deviates from your question a bit of asking what is "their number" and more of what do you want them to have visibility around in their L10. Maybe I am biased because I am always thinking about the Product and CS side, but I think our developers get excited about seeing how they are contributing to the other teams:) 

Nathan Gyaneshwar
CEO and Visionary @ Marketboomer

Hi Blake,

I run a SaaS company and our scorecards include:

Company Level:

  • Uptime
  • Page response time

Divisional level, Product/Engineering:

  • Story point velocity
  • Code Quality (Code Climate Score)
  • Bugs Introduced

Accountability Chart Seat/Role level:

  • Roadmap delivery (RICE prioritisation points delivered)
  • Target velocity
  • Error rates (New Relic), Web transaction time
  • UI automated test coverage %, Post-release defects
  • Critical issue response time, Uptime
  •  Customer 'effort' score

Enjoy your EOS journey!


David Elbe
Digital automation specialist

I run a software company in Sweden, and we let the dev teams decide what their scorecard numbers should be on their own. Don't set the goals too high. Many developers are thinking what a "perfect" week should look like, and reality you only want the scorecard numbers to be red if you really have a problem. 

A few examples of scorecard measurements:

  • Story points delivered (#)
  • Late tasks (#)
  • Code quality number (measured with external tool, score)
  • Test coverage on code delivered (%)
  • Incidents in live code (#)
  • Billable hours percentage of total time (%)
  • Days to resolution on tickets (#)
  • Days in code review (#)


Jason C Roelofs
Next Level Software Leader | COO - EOS Integrator for Xeo Software

Hi Blake, glad to see so many software leaders on here. I think you've got some great answers from @Nathan Gyaneshwar128 @David Elbe132 @Christine Watts130 and @Mike Paton117 . Really good coverage for a SAAS or product based software company. If you are more like us and you do custom integration and automation work primarily, you may want to consider sales metrics (like number of leads, demos, proposal and closed sales), hours utilization (billable or not), schedule compliance, bug counts & remediation and billable rate per hour. We find that last one to be a star metric but it took us awhile to develop a system where we can track it every week accurately. We also have employee leave balances as a metric as we want our people rested and ready to contribute fully for each other. Hit me up if you have any follow up questions. Have a great weekend All!

Philipp Maucher
Director of Engineering as Marketing / Head EOS (Self-)Implementer

Hi Blake, 

We're a software business ourselves and running on EOS for 3 years now. During the implementation process, scorecards and rocks have probably been hardest to nail in our engineering teams and still are (Which metrics drive the right behaviour and focus for the team? How to run agile, execute sprints and have rocks in place?). 

Besides the great previous suggestions from people in here, we measure:

  • API average response time
  • % of 500 errors in the API
  • % of requests timeouts
  • Open PRs
  • Stale PRs
  • Deployments per week

Happy to share experiences any time, just hit me up on LinkedIn137