4 ms·

> “We believe this process allows our team to develop and do their best work. Our performance-review process also allows for high performers to engage in increa

by rdtsc 10y ago

> “We believe this process allows our team to develop and do their best work. Our performance-review process also allows for high performers to engage in increasingly larger opportunities at our company" Ok so has that worked out well for Yahoo? Clearly it's been enough time by now to do an evaluation of Yahoo practices looking back and say something like: "Yeah thanks to these great management practices we have reconquered market share / are the new exciting place where everyone wants to work / or we lead this revolutionary research"? It ended up being owned by a phone company in the end. So if Yahoo is a failing company, what they did there, will be associated with failure. It seems they effectively moved the cause of promoting women in technology fields backwards. When someone will say "we should find a way to promote women more" ... "Oh, right, Yahoo was heavily into that, yeah that was ugly, the lawsuit and all...". It is a bit like the crazy person advocating for your favorite language or framework, it's nice to have a fan, but because they are crazy, they are pushing everyone away with their behavior. > as well as for low performers to be transitioned out.” "Transitioned out" ... there is an almost a positive ring to it. "We've reached out to them, found their pain points and helped them transition out to a new stage". Is that how everyone talks now? Or is it just me who finds it grating.

kevinastone 10y ago
I'm more used to "managed out", but same euphemism.
matt4077 10y ago
You remind me of that old joke: When a girl fails in math class, it's "women are bad at math". When a guy fails, it's "John is really stupid".
- taneq 10y ago
  But when someone says "diversity is automatically good so we'll form a maths class with mostly women" and that maths class gets poor grades, it doesn't help further the notion that "more women equals better performance".
  - internaut 10y ago
    I think this applies in reverse as well. When I see a woman running an organization that believes in inequality as a prerequisite (I'm right wing and I can say that without qualification), here I'll use the Tories in the UK, then if I see a Margaret Thatcher or a Theresa May, then I know they have the right stuff.
vidoc 10y ago
> Ok so has that worked out well for Yahoo? I'm afraid it's a question we will never be able to answer. I wonder about it myself. Disclaimer: i've known the Seymel..Bartz yahoo and I've always thought that there was an enormous execution problem amongst employees (myself included). In addition to this, in my field (engineering), I've always kinda felt the culture was rather mediocre. Call me pessimistic, I've never believed it's a company that could be turned over, I remember jokingly letting my friends know back in 2005, when i got hired, that I had just signed up for a sinking boat. Yahoo would not die but would simply not be a landmark internet company but somehow get to a secondary rank. Apologies for the digression. So to get back to the yank and rank strategy that yahoo followed: what's best, a mass layoff or giving people a chance to be in or out? Seems like at yahoo the rank and yank strategy was not implemented state of the art as each team had to get a certain % of employees yanked and ranked. Side effects are very well known, lower performers of high achieving teams get the axe while highest performers of low achieving teams get promotions. People start aiming at the middle to prevent promotion, and more :) Now I still wonder what's the least unfair way to clearly cut a workforce that needs to be cut.
deleted 10y ago
[deleted]

by rdtsc 10y ago

kevinastone 10y ago

I'm more used to "managed out", but same euphemism.

matt4077 10y ago

You remind me of that old joke: When a girl fails in math class, it's "women are bad at math". When a guy fails, it's "John is really stupid".

taneq 10y ago
But when someone says "diversity is automatically good so we'll form a maths class with mostly women" and that maths class gets poor grades, it doesn't help further the notion that "more women equals better performance".
- internaut 10y ago
  I think this applies in reverse as well. When I see a woman running an organization that believes in inequality as a prerequisite (I'm right wing and I can say that without qualification), here I'll use the Tories in the UK, then if I see a Margaret Thatcher or a Theresa May, then I know they have the right stuff.

vidoc 10y ago

> Ok so has that worked out well for Yahoo? I'm afraid it's a question we will never be able to answer. I wonder about it myself. Disclaimer: i've known the Seymel..Bartz yahoo and I've always thought that there was an enormous execution problem amongst employees (myself included). In addition to this, in my field (engineering), I've always kinda felt the culture was rather mediocre. Call me pessimistic, I've never believed it's a company that could be turned over, I remember jokingly letting my friends know back in 2005, when i got hired, that I had just signed up for a sinking boat. Yahoo would not die but would simply not be a landmark internet company but somehow get to a secondary rank. Apologies for the digression. So to get back to the yank and rank strategy that yahoo followed: what's best, a mass layoff or giving people a chance to be in or out? Seems like at yahoo the rank and yank strategy was not implemented state of the art as each team had to get a certain % of employees yanked and ranked. Side effects are very well known, lower performers of high achieving teams get the axe while highest performers of low achieving teams get promotions. People start aiming at the middle to prevent promotion, and more :) Now I still wonder what's the least unfair way to clearly cut a workforce that needs to be cut.

deleted 10y ago

[deleted]