4 ms·
> It's not a good idea (or even a practical idea) to plot out all the work that you want an employee to do in a year, or even in a quarter I think it's possibl
by thunky 4y ago
> It's not a good idea (or even a practical idea) to plot out all the work that you want an employee to do in a year, or even in a quarter
I think it's possible as long as you define the work very generically.
For example, replace "finish task X" with "participate in more code reviews" or "improve documentation". Sure it may water down the review, but at least at the end of the year you can reflect back on your general performance and measure it in some way.
- ghiculescu 4y agoThis is true, but it also dilutes the usefulness. If I tell someone "if you improve documentation, you will get a $10k raise", then I am tying a very well defined reward a very poorly defined task. "Improve documentation" could mean fixing some typos. Or it could mean documenting every un-documented public class and method. Or it could mean refactoring code to make it easier to use so less documentation is needed. These all have very different value. In a year's time, I'd have to justify why only one of them actually might warrant the 10k raise. It is *much* worse to tell someone "you were promised a raise... now you aren't getting it", than to never offer or give the raise in the first place.
- zeroonetwothree 4y agoEven with general goals like that you might find priorities shift and you need to focus on other things.