360 (peer) reviews can be gamed so are pretty much useless or would be overly critical. Inputs are company goals and a self assessment of how your current work

360 (peer) reviews can be gamed so are pretty much useless or would be overly critical. Inputs are company goals and a self assessment of how your current work aligns with them. Your manager then provides review. Performance is a function of the business line. There is no carrot only stick. So I think promotions and good performance reviews are a function of how impactful your role is to some core business function. If you are not in a profit center then you have to justify how your work saves money overall. They also encourage maladaptive behavior among and across teams. Stack ranking is particularly bad and I don't think companies have found ways to measure performance without inducing competitiveness. Exceptions might be multi-functional teams but these are more akin to a sports team where the best players get playing time and they completely ignore the farm system.