3 ms·
> Why would you need to decouple that to evaluate managers? If a manager’s performance evaluation is based primarily on their reports’ evaluations, then there’
by kd5bjo 3y ago
> Why would you need to decouple that to evaluate managers?
If a manager’s performance evaluation is based primarily on their reports’ evaluations, then there’s a conflict of interest: The manager is incentivized to inflate their reports’ evaluations because doing so directly improves their own evaluation.
- takenpilot 3y agoPerfect. Then maybe the managers would be working with their teams instead of just setting up goalposts.
- lrem 3y agoYou're approaching your stated problem wrong. See: > A manager’s job, fundamentally, is to ensure that their reports are delivering appropriate value to the company, so the most direct measure of a manager’s performance is the performance of the ICs that report to them (possibly indirectly). Now, you're arguing that `sum(evaluate(impact) for each IC)` is absurdly bad. Which it is, because you're compounding errors in individual evaluations. These are hard to do, because you're trying to distribute team's achievements between contributions from particular people. I say that `evaluate(sum(impact for each IC))` is easy and robust. In fact simpler than an evaluation for a single IC, because you don't have to distribute anything and a lot of things that are external distractions for ICs fall into responsibility of managers.
- rat9988 3y agoUsing functions in text just makes it hard to read.
- dopidopHN 3y agoAnd shows a poor command of English.
- konschubert 3y agoIt was the only thing that made me understand his point.
- rat9988 3y agoBecause he wrote the key points in a function instead of properly explained english.
- lrem 3y agoI only tried this meh notation because hn doesn’t do LaTeX.
- kd5bjo 3y ago> Now, you're arguing that `sum(evaluate(impact) for each IC)` is absurdly bad. No, I’m not. I’m arguing that it’s unwise to trust someone to do an evaluation who has a personal stake in the result of that evaluation. Looking at how well a team works together to advance company goals is an important factor in any evaluation system, but using that as the only factor in a manager’s evaluation is as shortsighted as evaluating a software engineer solely on how many LOC they produced. In practice, overall team performance should be a factor in IC evaluations as it’s reflective of various hard-to-quantify contributions of the team members. It should also be a somewhat larger factor in a manager’s evaluation, with the weight between IC and team performance shifting from mostly-IC at the bottom of the hierarchy to mostly-team at the C-suite level.
- konschubert 3y agoI think GPs point is that evaluate(sum(impact of ICs) can be evaluated by the manager of the person-to-be-promoted. My concern with this is: How do you correct for luck/easy tasks? It’s hard to compare the performance of departments unless you have been inside and seen the challenges they’ve been facing.
- djur 3y agoYou don't need to use the individual evaluation of ICs, you use the overall success of the team in delivering whatever it's their job to deliver. If nobody but the manager is capable of evaluating that, somebody has really messed up.