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I've found the best way to figure out who your top performer is is to ask your team. Sure, liking someone on a personal level is going to sway their answers so

I've found the best way to figure out who your top performer is is to ask your team. Sure, liking someone on a personal level is going to sway their answers some, but in aggregate they aren't going to give someone a pass when they know they aren't pulling their weight.

siliconc0w 9y ago
360 reviews can play a part but it can also create a popularity contest or create an incentive for 'incrementalism'. An engineering example you might see is something like - "I spent the weekend refactoring the foobar to foobaz instead". And it's like yeah, foobaz is marginally better but it could have been exponentially better to question the premise of foobar and remove it or replace it entirely. However this is, professionally, a lot riskier. It's a lot harder to sell, can generate a lot of work for a lot of people, may take awhile before it pays off, or may run counter to the 'roadmap' or other personal/organizational investment in foobar. Thus such avenues are implicitly discouraged. This leads to a lot of small 'improvements' but maybe not the long-term or radical changes you'd optimally pursue.