3 ms·

Exactly. If management communicated clear expectations and measured performance accordingly, this would all be resolved, but they encourage living in fear inste

• jimbokun 2y ago
  In a large corporation, I don't think it's possible. In a small company, can look at revenues and profits, and maybe breakdown by product line, and then create a bonus pool according to how well the company did and let managers decide how to divvy it up based on their evaluation of their reports. At a very large corporation, how can you trace back credit for overall corporate performance to individuals? If individual contributors own stock in the company or RSUs, how do they know whether their actions are increasing the corporation's value?
  • ajmurmann 2y ago
    I don't think your individual performance as an IC should be measured in anything related to revenue under normal circumstances. As an IC engineer you aren't in control of product. You can give feedback on product decisions but that gets rarely heard. You mostly have control over deliverables that you are asked to produce and that's what you should be measured by. Empowering others around you is another factor that must be incorporated and arguably this is where things get fuzzy but a good manager should be able to tell. Of course it also matters that the company trusts the manager otherwise you end to in gaming metrics land. If your manager cannot be trusted you are off into shitb politics land. Those are the two major failure modes. Shit metric gaming and shit politics. Preventing those two from happening is hard and must come from the top