Earlier this month, Bangalore-based venture capitalist Shekhar Kirani posted a thread on Twitter about the value of \u201810x engineers\u2019. Such engineers, he wrote, can be identified by their hatred of meetings, refusal to look at documentation and the fact they are \u201cpoor mentors\u201d and \u201ccan't teach others on what to do\u201d.\n\u201cIf you come across them, hold on to them. Celebrate them,\u201d Kirani tweeted.\n \n\nThe thread was met with dismay, and the responses went viral. Such attitudes were toxic, many replied, but all too frequent. The \u201810x engineer\u2019 is a \u201cpoisonous stereotype that is running our industry\u201d others responded.\nThe view of the 10x engineer \u201cpromotes elitism, is fundamentally identifying teamwork skills as weak\/flaws and promotes unhealthy work-life balance as an identifier of success\u201d said ArenaNet lead game designer Jennifer Scheurle.\n\nSo what\u2019s the alternative? In a recent blogpost, Atlassian\u2019s head of talent Bek Chee laid out the company\u2019s new approach to measuring the performance of its employees, which she says will avoid it \u201cover-emphasise delivery of results and ignore behaviours that can take a toll on team health and company culture\u201d.\nFollowing a 12 month trial, Atlassian is now looking to roll out a new performance review framework, \u201cfocused on continuous improvement and a fair and bias-resistant process\u201d.\nRather than purely focus on \u201cexpectations of their role\u201d metrics \u2013 the sorts of KPIs that lead to a floor full of \u201810x engineers\u2019 \u2013 Atlassian has introduced two other assessment pillars: the contribution an individual makes to their team, and their demonstration of company values. Each of the assessment areas is weighted equally to determine a performance rating.\n\u201cTo build effective teams, you have to prioritise much more than just individual performance,\u201d Chee wrote in the post.\n\u201cWe were especially conscious to ensure no \u2018brilliant jerks\u2019 were given a high rating,\u201d she added.\nThe phrase \u2018brilliant jerks\u2019 was coined a decade ago by Netflix CEO Reed Hastings in a presentation on the company\u2019s culture.\n"Brilliant jerks. Some companies tolerate them. For us, cost to effective team work is too high," he states in it.\nAtlassian\u2019s revised performance system is also designed to mitigate the cognitive bias that affect managers\u2019 ability to fairly rate each person\u2019s performance. These biases could include women exhibiting leadership qualities being characterised as \u201cbossy\u201d while their male colleagues with similar traits get promoted.\nThe \u2018contribution to the team\u2019 assessment measures how far employees go to elevate their teammates\u2019 impact and overall team performance, and their efforts to foster an environment of trust and belonging among other things.\nFor \u2018demonstration of values\u2019 employees are marked against the company\u2019s five company values. The \u2018expectation of role\u2019 metrics have also been expanded to encompass how far someone has gone to identify gaps in plans, course-correct projects and inspire others to greater levels of performance.\nInitial feedback has found the new approach is considered \u201ca fair and actionable assessment for all involved\u201d.\n\u201cWe\u2019re happy to share that our testing showed no measurable bias built into the structure of the performance review. And our employees are already benefiting, with early feedback results showing a 10 per cent increase in understanding of how individual performance is being assessed and a nine per cent increase in feeling that the feedback from the performance review will help employees improve their performance,\u201d Chee said.