7 ms·

Ask HN: How does your company do performance reviews?

13 points by cheapsteak 3y ago

Curious to understand how companies do performance reviews What's the scale, how are people evaluated against the scale etc

sexmc42254 3y ago
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johnny99k 3y ago
Before I was a consultant, I had a performance review that included 'leadership skills' as 'not meeting expectations'. I was a junior developer at the time and my manager admit to me that he never gave me an opportunity to be in a leadership position, but had to put something in the review. I quit a few months later.
- tcgv 3y ago
  Unfortunately, that's quite common. Team leaders and managers failing to perceive how their direct reports actively employ soft skills in their tasks, and also failing to provide guidance on how certain skills can be exercised and demonstrated at each seniority level. For instance, what I consider to be strong signs of leadership skills in junior positions includes: commitment to finishing activities according to expectations, interest in fully understanding task requirements, start making limited autonomous decisions, and initiative to keep stakeholders updated on task progress and any changes in direction.
lilian90 3y ago
Life can be ridiculous at times, and it gets even worse when you have a cheating spouse. Thanks to a friend who introduced me to a sophisticated hacker who assisted me in obtaining all secret files that my husband had been hiding for several years of our marriage. He assisted in hacking and gaining access to my cheating husband’s icloud, social media networks, call log and spy call recording, monitoring SMS text messages remotely, cell phone GPS location tracking, spying on WhatsApp Messages, gmail, and kik, and I discovered he had done me dirty. The hacker is discrete and proactive in his work; you can reach him at hackrontech @gmail com. You won’t be sorry if you give him a shot today
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menaerus 3y ago
They hire an engineering manager that has never or hardly has done any serious coding. Alternative is that they hire an engineering manager experienced in coding but strongly opinionated and highly biased. Middle ground is an endemic occurrence.
- muzani 3y ago
  Or done serious coding but on an entirely different codebase. Unless they've been doing code reviews, they likely won't get it. Our hack for this was just to make the most experienced engineer on a platform do all the performance review stuff that the manager would otherwise do. It puts them out of action for a while, but it's better than the alternative.
malfist 3y ago
All the managers in the org get into days long meetings where they duke it out over who gets what ratings because everyone is stack ranked. Then a chosen few are told their top tier and can continue to get stocks (assuming the stock hasn't grown since the last time the got stocks, we're owners so growth is all we need. Or assuming the stock hasn't fallen, we're owners so we need to help the trillion dollar company. Or assuming they've not been top tier too many years in a row), and the unlucky few, get put into the pipeline for "unregretted attrition" and are a feather in the managers hat when they're forced out.
giantg2 3y ago
"How does your company do performance reviews?" Like most do them - poorly. Managers just pick out some sample behaviors from your year and fit them to whatever rating they feel you deserve. Pretty much the same everywhere, but just dressed up differently from one place tl the next.
PamelaKIngram 3y ago
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tcgv 3y ago
My company uses a soft skills matrix to evaluate everyone, including but not limited to leadership skills, teamwork, communication, problem-solving, and time management skills. The skills matrix outlines general expectations for employees at each seniority level (e.g., Junior, Mid-level, Senior). Above the senior level, the matrix diverges into a technical specialist career and a managerial career path. Managers are responsible for conducting performance reviews (PR) for their teams twice a year according to the company's calendar. They can include specific hard skills to customize the review based on their direct reports' roles (e.g., mobile, frontend, backend). Managers review all of their direct reports, and direct reports review their managers and peers. All assessments are aided by an online platform that consolidates results and allows us to rank each employee as below, meeting, or exceeding expectations for their role, which helps determine next steps. The process consists of two main stages: first, everyone completes forms on the platform; second, the manager and direct report hold a one-on-one meeting to resolve any discrepancies in the review before final consolidation. In my experience, the PR process demands significant time and energy, and if not conducted objectively and fairly, it can lead to team frustration. It's crucial for managers to exercise empathy and maintain balanced communication. Our PR process is far from perfect, but reasonably good, and it helps guide the team in the right direction and recognizes and promotes high-achieving employees.
ronnieadkins08 3y ago
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potta_coffee 3y ago
There's a fake ass "goals" system. I was supposed to save my company $500k off of our massive cloud budget. I ended up cutting $1,000,000 by optimizing services and deleting old junk, also wrote some automation that saved us ~$250k. Still ended up receiving a "meets expectations". We aren't supposed to know but managers are told that nobody is allowed an "exceeds expectations" review otherwise it would disrupt the bonus / incentive situation which is tilting toward rock-bottom.

13 points by cheapsteak 3y ago

Curious to understand how companies do performance reviews What's the scale, how are people evaluated against the scale etc

sexmc42254 3y ago

[flagged]

sexmc35783 3y ago

[flagged]

sexmc20851 3y ago

[flagged]

2genders8976 3y ago

[flagged]

2genders47511 3y ago

[flagged]

johnny99k 3y ago

Before I was a consultant, I had a performance review that included 'leadership skills' as 'not meeting expectations'. I was a junior developer at the time and my manager admit to me that he never gave me an opportunity to be in a leadership position, but had to put something in the review. I quit a few months later.

tcgv 3y ago
Unfortunately, that's quite common. Team leaders and managers failing to perceive how their direct reports actively employ soft skills in their tasks, and also failing to provide guidance on how certain skills can be exercised and demonstrated at each seniority level. For instance, what I consider to be strong signs of leadership skills in junior positions includes: commitment to finishing activities according to expectations, interest in fully understanding task requirements, start making limited autonomous decisions, and initiative to keep stakeholders updated on task progress and any changes in direction.

lilian90 3y ago

Life can be ridiculous at times, and it gets even worse when you have a cheating spouse. Thanks to a friend who introduced me to a sophisticated hacker who assisted me in obtaining all secret files that my husband had been hiding for several years of our marriage. He assisted in hacking and gaining access to my cheating husband’s icloud, social media networks, call log and spy call recording, monitoring SMS text messages remotely, cell phone GPS location tracking, spying on WhatsApp Messages, gmail, and kik, and I discovered he had done me dirty. The hacker is discrete and proactive in his work; you can reach him at hackrontech @gmail com. You won’t be sorry if you give him a shot today

gaylebarts7 3y ago

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deleted 3y ago

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rachealkiser 3y ago

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2genders21619 3y ago

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2genders42998 3y ago

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2genders14678 3y ago

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2genders10340 3y ago

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2genders27299 3y ago

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2genders36126 3y ago

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2genders42174 3y ago

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2genders39905 3y ago

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2genders45764 3y ago

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2genders9064 3y ago

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SEXMCNIGGA36806 3y ago

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2genders44948 3y ago

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sexmc3402 3y ago

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sexmc10052 3y ago

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sexmc14402 3y ago

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sexmc48920 3y ago

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sexmc10640 3y ago

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sexmc40721 3y ago

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sexmc6256 3y ago

[flagged]

sexmc30559 3y ago

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sexmc38074 3y ago

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menaerus 3y ago

They hire an engineering manager that has never or hardly has done any serious coding. Alternative is that they hire an engineering manager experienced in coding but strongly opinionated and highly biased. Middle ground is an endemic occurrence.

muzani 3y ago
Or done serious coding but on an entirely different codebase. Unless they've been doing code reviews, they likely won't get it. Our hack for this was just to make the most experienced engineer on a platform do all the performance review stuff that the manager would otherwise do. It puts them out of action for a while, but it's better than the alternative.

malfist 3y ago

All the managers in the org get into days long meetings where they duke it out over who gets what ratings because everyone is stack ranked. Then a chosen few are told their top tier and can continue to get stocks (assuming the stock hasn't grown since the last time the got stocks, we're owners so growth is all we need. Or assuming the stock hasn't fallen, we're owners so we need to help the trillion dollar company. Or assuming they've not been top tier too many years in a row), and the unlucky few, get put into the pipeline for "unregretted attrition" and are a feather in the managers hat when they're forced out.

giantg2 3y ago

"How does your company do performance reviews?" Like most do them - poorly. Managers just pick out some sample behaviors from your year and fit them to whatever rating they feel you deserve. Pretty much the same everywhere, but just dressed up differently from one place tl the next.

PamelaKIngram 3y ago

[dead]

tcgv 3y ago

My company uses a soft skills matrix to evaluate everyone, including but not limited to leadership skills, teamwork, communication, problem-solving, and time management skills. The skills matrix outlines general expectations for employees at each seniority level (e.g., Junior, Mid-level, Senior). Above the senior level, the matrix diverges into a technical specialist career and a managerial career path. Managers are responsible for conducting performance reviews (PR) for their teams twice a year according to the company's calendar. They can include specific hard skills to customize the review based on their direct reports' roles (e.g., mobile, frontend, backend). Managers review all of their direct reports, and direct reports review their managers and peers. All assessments are aided by an online platform that consolidates results and allows us to rank each employee as below, meeting, or exceeding expectations for their role, which helps determine next steps. The process consists of two main stages: first, everyone completes forms on the platform; second, the manager and direct report hold a one-on-one meeting to resolve any discrepancies in the review before final consolidation. In my experience, the PR process demands significant time and energy, and if not conducted objectively and fairly, it can lead to team frustration. It's crucial for managers to exercise empathy and maintain balanced communication. Our PR process is far from perfect, but reasonably good, and it helps guide the team in the right direction and recognizes and promotes high-achieving employees.

ronnieadkins08 3y ago

[dead]

potta_coffee 3y ago

There's a fake ass "goals" system. I was supposed to save my company $500k off of our massive cloud budget. I ended up cutting $1,000,000 by optimizing services and deleting old junk, also wrote some automation that saved us ~$250k. Still ended up receiving a "meets expectations". We aren't supposed to know but managers are told that nobody is allowed an "exceeds expectations" review otherwise it would disrupt the bonus / incentive situation which is tilting toward rock-bottom.