Avolaine® Impact
Finally measure what your development really delivers.
Avolaine Impact reads the work of your software teams and shows you where your organisation stands. Not how much code is written, but what effect it has.
The AI question
Everyone is using AI now. But is it working?
Your teams are meant to use AI in development, the tools promise a multiple in speed. The question is how much of that actually arrives with you. Impact shows where the use of AI creates real impact and where only more code is produced.
The problem
As old as software development itself.
Managers have always tried to measure the effectiveness of a development organisation. They make do with metrics: code volume, team metrics, test coverage. These belong to the picture, but have two weaknesses. Once made visible they are optimised instead of fulfilled. And they never measure the essential thing, the impact on the customer.
Why counting fails
Three clever lines beat three thousand.
Your best developer thinks and solves a problem with little code. Code that is correct and never needs to be touched again. That is exactly top work. Every metric that counts volume punishes them for it: fewer lines, seemingly less performance. Hence the old saying that productivity in development cannot be measured. Impact reads the code and recognises the lean solution for what it is: the greatest impact with the least effort.
What has changed
Reading and truly understanding, instead of counting.
Local models can today read and also understand every line and every interaction of your teams. As if an experienced developer took weeks of time and went through everything. From this emerges a judgement about the real impact, not just about the volume.
How it works
Four steps to a clear recommendation for action.
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01
Read the traces. Commits, Merge Requests, reviews and tickets, the real work trace of your teams.
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02
Understand every change. The AI assesses difficulty, business impact and type of work for each change.
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03
Place it against the standard. Aligned with established frameworks such as DORA and SPACE, as orientation, not as a rigid limit.
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04
Concrete recommendations for action. From the clear picture per team we derive what to discuss with your employees and where to develop them in a targeted way.
Impact profile
The impact profile of your organisation.
Five dimensions show at a glance where your organisation is strong and where the leverage lies.
- Top performers (70+)
- Team average
- Industry median
Delivery
55,6
High: 78,3 (+22,7)
+5,6 vs. industry
Complexity
56,2
High: 66,0 (+9,8)
+6,2 vs. industry
Quality
52,8
High: 67,0 (+14,2)
+2,8 vs. industry
Collaboration
59,1
High: 74,3 (+15,3)
+9,1 vs. industry
Consistency
57,6
High: 82,0 (+24,4)
-7,4 vs. industry
Strong across all dimensions: Industry median reached in four of five dimensions. Quality is the bottleneck. The biggest lever is Consistency, where targeted investment pays off the most.
“We measure the impact, not the volume.”
What you get
A report that helps you do your job.
Every quarter you see where your organisation stands: the internal comparison at team level and concrete recommendations for action. From this you recognise where to develop your teams and your employees in a targeted way. Delivered as a report, without you having to introduce yet another piece of software.
Frequently asked questions
Does this also work for small teams?
Impact is built for organisations with several teams. Below roughly ten active developers the comparisons lose their significance.
What about data protection?
The analysis runs with local models or in a protected European cloud, never through American services. Your source code stays in Europe. The results are aggregated at team level, not personal.
Does Impact assess individual people?
The comparisons run at team level, not as a ranking of individual people. The recommendations help you to develop your employees in a targeted way, instead of assessing them.
See where your development really stands.
In the demo we show you the impact profile based on a real (anonymised) example.