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It sounds like product teams were deliberating circumventing his team. Hard to imagine anybody being able to serve in this role if their partner teams are unwil

It sounds like product teams were deliberating circumventing his team. Hard to imagine anybody being able to serve in this role if their partner teams are unwilling to work with them. Sidenote: the fundamental problem with Google's performance review process is that you get to choose who reviews you, and nobody chooses to get reviewed by somebody they quarreled with. As a result, claiming you had good performance reviews is more or less meaningless. It really just means your manager liked you. It says little about how good you are at working with others.

sjg007 7y ago
I agree. 360 reviews are completely useless. Business and marketing folks always give out quid pro quo great reviews. There is no reason not to. Why would you burn a bridge? And possibly a later career move? The only people who seem to take 360s seriously are engineers who are usually too competitive with each other to review someone fairly. And that is a major detriment to team cohesion.
- deleted 7y ago
  [deleted]
- goatinaboat 7y ago
  engineers who are usually too competitive with each other to review someone fairly. And that is a major detriment to team cohesion. This is why engineers are so powerless in most organisations, this crab mentality. Members of other professions always present a united front to outsiders and deal with matters internally. It’s too easy for management to divide-and-conquer engineers.
- JohnFen 7y ago
  I'm an engineer and I only took 360s seriously the first time I encountered them. I rapidly learned better.
UncleMeat 7y ago
> the fundamental problem with Google's performance review process is that you get to choose who reviews you Except this isn't true at all. Your manager reviews you. Other people write feedback (you choose these people, though people can write unsolicited feedback for you). Your manager should be obtaining a holistic view of your work rather than just relying on the solicited feedback. Further, there is an oversight process where managers must justify their ratings to other managers. This attempts to prevent the "your manager likes you so you get a good review" problem.
im3w1l 7y ago
If you quarreled with Adam, but got along well with Bob then management can keep you and Adam apart. Unless there are business reasons why the two of you have to cooperate, of course.

sjg007 7y ago

I agree. 360 reviews are completely useless. Business and marketing folks always give out quid pro quo great reviews. There is no reason not to. Why would you burn a bridge? And possibly a later career move? The only people who seem to take 360s seriously are engineers who are usually too competitive with each other to review someone fairly. And that is a major detriment to team cohesion.

deleted 7y ago
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goatinaboat 7y ago
engineers who are usually too competitive with each other to review someone fairly. And that is a major detriment to team cohesion. This is why engineers are so powerless in most organisations, this crab mentality. Members of other professions always present a united front to outsiders and deal with matters internally. It’s too easy for management to divide-and-conquer engineers.
JohnFen 7y ago
I'm an engineer and I only took 360s seriously the first time I encountered them. I rapidly learned better.

UncleMeat 7y ago

> the fundamental problem with Google's performance review process is that you get to choose who reviews you Except this isn't true at all. Your manager reviews you. Other people write feedback (you choose these people, though people can write unsolicited feedback for you). Your manager should be obtaining a holistic view of your work rather than just relying on the solicited feedback. Further, there is an oversight process where managers must justify their ratings to other managers. This attempts to prevent the "your manager likes you so you get a good review" problem.

im3w1l 7y ago

If you quarreled with Adam, but got along well with Bob then management can keep you and Adam apart. Unless there are business reasons why the two of you have to cooperate, of course.