3 ms·

Perf feeds into promotions, which are the real way to raise your long-term salary (both inside and outside of Google).

• fcpk 3y ago
  This is a terrible process unfortunatelly. Raising the salary should be related to the usefulness of the person to the company, and not the breadth/impact of their work. This leads to terrible things like gaming the system to get high impact/leadership projects to get raises which comes with huge side effects, like projects getting abandonned fast, being deprecated in favor of new shiny promo-bringing things. But this is not just a Google specific issue, and it is quite widespread in the industry. Google however suffered from this especially due to its obsessive culture of pay-for-perf and by ignoring simple facts: - inflation means that your salaries should raise regardless of performance. if you only tail the market by adjusting salaries only if the market changes, then you are 1 year late(at least). This isn't a problem in an economy with low inflation, but is a huge problem in one with much higher inflation. - there is a significant number of people needed to maintain projects that won't show large impact. Those people need to be at the very least recognized and compensated. - making new products is great, but it requires huge amounts of ressources to do at Google scale from the get-go. A wider strategy is much needed, which Google obviously lacked for almost a decade.
• H8crilA 3y ago
  Perf is almost irrelevant for promotions beyond level 5.
  • pclmulqdq 3y ago
    That was not my experience. A long run of good perf scores is clearly not sufficient for a promotion at that level, but it is necessary.