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First of all, I side with you. Don't get me wrong, it is not that I encourage these practices, I talk about them and I fell pray to them many times when applyin

First of all, I side with you. Don't get me wrong, it is not that I encourage these practices, I talk about them and I fell pray to them many times when applying to other jobs as well. > That assessment is extremely short-sighted. The reason it will pay off is because other employees will see how you treat the one person. Not really. It is about network not performance. What is going on behind the scenes? Almost every team manager wants to keep his team. So they get at least a normal rating to prevent PIP. HR says, kick X% of the workforce. So what do you do now? That's when magic happens or the least connected dude get kicked out. Also: What is performance anyway? It is fairly subjective and you don't rank and rate 100+ people against each other. Promotion on the other hand is a pyramidal system. 10 promo slots receive 100 applications. How do you decide? Whom does a promo help? In reality, the senior manager pulls the strings. And there can always be creativity in downranking someone or promote someone. > By "officially" do you mean legally? Yes. But again: no system is perfect. There will always be some bending. What I wanted to say is, performance reviews are mostly and at large the only question whether you make the cut or not. This is a 50% to 50% decision. Everything else is BS. How many "10x devs" are there? And same goes for applications: the best preparation, the best interview does never guarantee a job. If on one application 10 awesome devs apply - how do you decide? Take cheating into account, then you will understand that jobs are a number's game.

aestetix 3y ago
> What is going on behind the scenes? Almost every team manager wants to keep his team. So they get at least a normal rating to prevent PIP. HR says, kick X% of the workforce. So what do you do now? Hold on, is this during a layoff? What's this about ratings? Why would you need to kick X% of the workforce? Is the company having money issues? It seems that there are quite a few other things to address before you get to an individual employee's performance. > Promotion on the other hand is a pyramidal system. 10 promo slots receive 100 applications. How do you decide? Whom does a promo help? In reality, the senior manager pulls the strings. And there can always be creativity in downranking someone or promote someone. The more I read, this is sounding like a company which is trying to fit itself into some kind of management system they read about in a book, rather than taking an existing system and adjusting it to serve their purposes. Why fire someone if there is nothing bad going on and the company has money? And why promote someone if they have not demonstrated to their manager that they are capable of filling a bigger role?

aestetix 3y ago

> What is going on behind the scenes? Almost every team manager wants to keep his team. So they get at least a normal rating to prevent PIP. HR says, kick X% of the workforce. So what do you do now? Hold on, is this during a layoff? What's this about ratings? Why would you need to kick X% of the workforce? Is the company having money issues? It seems that there are quite a few other things to address before you get to an individual employee's performance. > Promotion on the other hand is a pyramidal system. 10 promo slots receive 100 applications. How do you decide? Whom does a promo help? In reality, the senior manager pulls the strings. And there can always be creativity in downranking someone or promote someone. The more I read, this is sounding like a company which is trying to fit itself into some kind of management system they read about in a book, rather than taking an existing system and adjusting it to serve their purposes. Why fire someone if there is nothing bad going on and the company has money? And why promote someone if they have not demonstrated to their manager that they are capable of filling a bigger role?