4 ms·
What I also seen is people become victim of your their own success. If you over-achieve in one appraisal cycle it is very bad for you because you have increased
by sudeepj 8y ago
What I also seen is people become victim of your their own success. If you over-achieve in one appraisal cycle it is very bad for you because you have increased your base-level of performance. It is like over-achieving sales target.
I have learned the hard way that one needs to spread out the achievements. For example if you have good number of ideas then don't spew out all of them in one go. Introduce them say in each quarter and people will say "Joe always seems to have an idea round the corner". Recency effect matters.
- throwaway84742 8y agoThat’s not really how this works. Right after a promo you’re not due for another promo. They are dividing a fixed size promo budget pie. So they rank you lower in order to be able to rank someone else higher. There’s no other reason, because it’s impossible to accurately measure engineer’s “performance”, or to even define it in the first place. At Microsoft, for example, in the olden days at least, managers would keep around a certain percentage of deadwood on the team to give their best people good ratings and meet their firing quota if the need arises.
- jeanmichelx 8y ago> managers would keep around a certain percentage of deadwood on the team to give their best people good ratings and meet their firing quota if the need arises. Tragic consequences of stupid rules, I'm baffled.
- throwaway84742 8y agoInviolable rule of management: you get the behavior you reward.
- peterkelly 8y agoThat sounds horrific
- corporateslaver 8y agoThis is true. Huge success leads to a raise and massive expectations, which can be extremely stressful.
- dilyevsky 8y agoIt’s super easy to game this in a large company - switch teams immediately after promo.