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This is not meant as a denigratory remark, but I feel this will make mine and many others' life even more miserable than what it already is. People like poking

This is not meant as a denigratory remark, but I feel this will make mine and many others' life even more miserable than what it already is. People like poking around, especially if you are a manager who manages (only) people, please don't incentivize such behavior. Think about the second-order effects. The stress it can cause people if they have to constantly be onguard for what is to come? Think about situations in which people can misuse this to mask every little thing out of grudge and dislike as part of feedback/review/criticism, resulting in a more stressful job environment. Please think about incentivising employees to work better and stressfree instead of a top-down fear mongering tool.

purplecats 6y ago
This is how I feel about most of these workplace service. Like that taco one whose purpose is to increase divisiveness and drama under the disguise of giving kudos.
mirvise 6y ago
Hey John, thanks for the feedback. I am curious to learn more. Why do you feel that this will make your life more miserable This tool isn't meant solely for managers. Our goal is that Individual contributors can use inkrement to get feedback from their peers on their work. They can choose to share the feedback with their managers if they want. We hope that this will make the feedback process more objective rather than be subjective on the manager's whim who may not know what you are doing and be impacted by recency bias.
- johnnujler 6y ago
  There is an underlying assumption here. You seem to be running with the theme of making the review process more objective without considering the psychological aspects of being a human. As much as an employee’s productivity depends on how talented, hardworking, and skilled they are, it also depends upon how stress-free the environment is; with the conventional review process I had to worry only once per year of the “recency” bias, but with this I now have to constantly be on-guard about not upsetting anyone otherwise it will be a blackmark on my career. Plus the additional reckless usage that could happen as a result of anonymity and instant feedback. For eg. Think of a sick employee(who is not open abt their sickness) or a new joinee that is taking more time than usual to ramp up(within the probationary period) or any two employees with bad interpersonal relationships. This constant worry of who is thinking what abt me can make the office a pressure cooker of sorts. Feedbacks are good. I am not saying they aren’t, but when you are designing a system that deals with organisational productivity I expect it to be a thoroughly designed system that covers most of flaws of the previous system if not all. It seems to me that by focusing only on recency bias and instant feedback, you are making way for more such people to run with a single idea without catering to the potential side-effects that could arise as a result of your implementation such as immense pressure of having to constantly put on mask for everyone around you, be on-guard 8 x 7. And as the saying in the medical field goes “even if you do no good, try to do no harm”, but I feel it(the anonymous + instant + peer review process) has multiplicative prospect of damaging the employee’s mental well being in the long run.

purplecats 6y ago

This is how I feel about most of these workplace service. Like that taco one whose purpose is to increase divisiveness and drama under the disguise of giving kudos.

mirvise 6y ago

Hey John, thanks for the feedback. I am curious to learn more. Why do you feel that this will make your life more miserable This tool isn't meant solely for managers. Our goal is that Individual contributors can use inkrement to get feedback from their peers on their work. They can choose to share the feedback with their managers if they want. We hope that this will make the feedback process more objective rather than be subjective on the manager's whim who may not know what you are doing and be impacted by recency bias.

johnnujler 6y ago
There is an underlying assumption here. You seem to be running with the theme of making the review process more objective without considering the psychological aspects of being a human. As much as an employee’s productivity depends on how talented, hardworking, and skilled they are, it also depends upon how stress-free the environment is; with the conventional review process I had to worry only once per year of the “recency” bias, but with this I now have to constantly be on-guard about not upsetting anyone otherwise it will be a blackmark on my career. Plus the additional reckless usage that could happen as a result of anonymity and instant feedback. For eg. Think of a sick employee(who is not open abt their sickness) or a new joinee that is taking more time than usual to ramp up(within the probationary period) or any two employees with bad interpersonal relationships. This constant worry of who is thinking what abt me can make the office a pressure cooker of sorts. Feedbacks are good. I am not saying they aren’t, but when you are designing a system that deals with organisational productivity I expect it to be a thoroughly designed system that covers most of flaws of the previous system if not all. It seems to me that by focusing only on recency bias and instant feedback, you are making way for more such people to run with a single idea without catering to the potential side-effects that could arise as a result of your implementation such as immense pressure of having to constantly put on mask for everyone around you, be on-guard 8 x 7. And as the saying in the medical field goes “even if you do no good, try to do no harm”, but I feel it(the anonymous + instant + peer review process) has multiplicative prospect of damaging the employee’s mental well being in the long run.