Performance Reviews Matter | Hacker News Reader

Performance Reviews Matter

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5 pointskiyanwang4 comments

sorry, you lost me at: "Reason 1: You Reward The Right People The Right Amount"

if that were true, i too would say that Performance Reviews matter. i'm 45 and it's literally never been true at any place i've worked.

"Without them, you’re letting managers just make things up." sadly with them you are also letting managers just make things up.

we pay so much attention to the hiring process, but i think Performance Reviews need a shake up. i've consistently seen the wrong people rewarded. you want to talk about people only hiring people who look and act like them? how about people only promoting people who look and act like them?

Seconding you here. This reads like a very shallow analysis of a much complex problem.

There's a good amount of data that suggests that we should indeed can performance reviews. The best approach here would be to start assessing and questioning the assumptions behind the "need" to have them. Like for example how fair (objectively) you think you can be when you're "evaluating" someone and not risking alienating the rest?

yes! i agree with you 110%.

there have been a lot of little prizes and awards to collect at some places i've worked. sometimes people had to interview for those awards. and i always wondered how much unnecessary damage we did to the morale of the people who didn't win the awards.

and i'm big on fairness. it's a challenge to make sure Performance Reviews are as fair as possible, especially with larger teams. you think it's obvious who is a good worker and who is a bad worker right up until you have to manage a large team.

it's a raeasonnable article, the problem is some companies have percentages of categories, and sometimes they ask their managers to put a few people in each, and people with good performance end up.. with a bad mark because the manager HAS to put a few people in that category, regardless of their performance or work...

for example, blizzard where they have a stacking ranking. the manager evaluated each member of his team. but because of "quotas" that manager was asked to grab a good performing employee, and move that employee down into a poor-performing level. the manager refused. how did that end ? the manager had to leave the company.

you want real performance ratings ? here is how you do it.

the manager ranks the employees. the employees then rank the manager. if the manager has a bad rank : that manager is ejected from his manager role.

unless you have that dual ranking and the manager risking their own skin in the game, your performance reviews are bullshit.

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