There are two broad ways this could pan out: The developer will get fired because that's how the company wants the scenario to play out regardless of the circumstances leading up to it There's no meeting of the minds because the developer's accomplishments are either not tangible enough to hold water or not being perceived at the same level as they do in the developer's mind If it's the first, there's not much you can do harping about it. Learn from your experiences and move on. Try to get feedback from your supervisor and HR team as to what you could have done differently. If it's the second (assuming you know it is), then start working on a paper trail to effectively document your accomplishments in a manner that is relatable. I typically have my direct reports fill out an Excel spreadsheet throughout the year, broken down by month, where they list their accomplishments and failures. That way, at the end of the work year, they have a ready reckoner about their highs and lows. If you have such a document, use it to demonstrate the value you bring to the table. If you don't have one, then use your memory to create one after the fact. Finally, all this comes together through goals. Were you working towards a documented set of goals? If not, add it to your learnings. If yes, identify the gaps that have led to this situation. All the best.