4 ms·

What companies don't do performance reviews?

boredemployee 4y ago
the one I work for
sli 4y ago
Companies that humanize their employees won't reduce them down to a single review that only cares about the previous year and not the sum of their work. And yet we've normalized the former for some reason.
- Arainach 4y ago
  How do they ensure that rewards (promotions, salary increases, bonuses) go to people delivering value to the business and not those who are friendliest with management?
  - bigDinosaur 4y ago
    Huh. There are places that ensure actual effort results in salary increases, promotions, and bonuses? I seem to get better results when I work at a good level but without obviously putting in exceptional effort, to be honest. I wonder if this is shared by others?
  - vidarh 4y ago
    I've never seen performance reviews ensure that.
  - _carbyau_ 4y ago
    Every place I've been, management runs the review process so... they don't.
atoav 4y ago
Are performanxe reviews viable if your company wants to have your employees to cooperate with each other? Individual performance reviews reduce incentives to cooperate, because you only need to have a good review in comparison, not on some non-existent absolute metric.
- rubidium 4y ago
  Yes they are. In fact, one’s performance objective in many cases depend on effective teamwork with one’s peers. And then there are the behavior part of performance reviews where you’re graded on intangibles like teamwork, trust-building, etc… Performance review systems will always have flaws, but it’s better (in nearly all workplaces) to have a formal and transparent process for them than to have none at all.
- hosh 4y ago
  I once saw a book written by a former HR manager who states, performance reviews are not really used to get better performance. They are ways for organizations to get documentation to fire you without getting sued for it, if they need it. HR’s job is to protect the company, not to protect the employee.
- hallway_monitor 4y ago
  Yes they're valuable. Working together with your team is a core skill that everyone needs to have to be a professional developer, and as such is a major part of the reviews I do. Any good leader will encourage cooperation over competition.
jon-wood 4y ago
Small ones, where everybody knows everybody else. Below a certain size you don’t really need a lot of larger company ceremonies because there’s nowhere to hide, either you deliver at the expected level or it very quickly becomes apparent.
- boredemployee 4y ago
  This. And thats exactly my case. You have a deadline and you just commit to that. We as a team always "judge" or analyze in a constructive way our own job, we are adults and we know our flaws and our strenghts, once we delivered a job we ask ourselves what could we've done better, etc. So there's no need of corporate bullshitism and arbitrary reviews.

the one I work for

sli 4y ago

Companies that humanize their employees won't reduce them down to a single review that only cares about the previous year and not the sum of their work. And yet we've normalized the former for some reason.

Arainach 4y ago
How do they ensure that rewards (promotions, salary increases, bonuses) go to people delivering value to the business and not those who are friendliest with management?
- bigDinosaur 4y ago
  Huh. There are places that ensure actual effort results in salary increases, promotions, and bonuses? I seem to get better results when I work at a good level but without obviously putting in exceptional effort, to be honest. I wonder if this is shared by others?
- vidarh 4y ago
  I've never seen performance reviews ensure that.
- _carbyau_ 4y ago
  Every place I've been, management runs the review process so... they don't.

atoav 4y ago

Are performanxe reviews viable if your company wants to have your employees to cooperate with each other? Individual performance reviews reduce incentives to cooperate, because you only need to have a good review in comparison, not on some non-existent absolute metric.

rubidium 4y ago
Yes they are. In fact, one’s performance objective in many cases depend on effective teamwork with one’s peers. And then there are the behavior part of performance reviews where you’re graded on intangibles like teamwork, trust-building, etc… Performance review systems will always have flaws, but it’s better (in nearly all workplaces) to have a formal and transparent process for them than to have none at all.
hosh 4y ago
I once saw a book written by a former HR manager who states, performance reviews are not really used to get better performance. They are ways for organizations to get documentation to fire you without getting sued for it, if they need it. HR’s job is to protect the company, not to protect the employee.
hallway_monitor 4y ago
Yes they're valuable. Working together with your team is a core skill that everyone needs to have to be a professional developer, and as such is a major part of the reviews I do. Any good leader will encourage cooperation over competition.

jon-wood 4y ago

Small ones, where everybody knows everybody else. Below a certain size you don’t really need a lot of larger company ceremonies because there’s nowhere to hide, either you deliver at the expected level or it very quickly becomes apparent.

boredemployee 4y ago
This. And thats exactly my case. You have a deadline and you just commit to that. We as a team always "judge" or analyze in a constructive way our own job, we are adults and we know our flaws and our strenghts, once we delivered a job we ask ourselves what could we've done better, etc. So there's no need of corporate bullshitism and arbitrary reviews.