New ask Hacker News story: Ask HN: Should pay be based on Performance Reviews?
Ask HN: Should pay be based on Performance Reviews?
2 by tcgv | 0 comments on Hacker News.
Hi there! After a couple of years as a senior engineering manager running bi-anual performance reviews within my department (I'm responsible for managing four squad managers), which are linked to pay raises and promotions, I've started noticing some patterns, such as: - A tendency for managers to gear up more heavily with negative rather than positive feedback prior to reviews to reinforce their evaluations - A tendency of some reportees to play the performance review game, focusing on keywords and using selected past experiences to justify high performance behavior - High expectaions of raises/promotions every performance review, i.e. twice a year - Anxiety and frustration related to recurrence and size of pay raises and promotions - Subpar experience for the team. I would like for them to have a more fufilling and impactful performance review experience. Some references suggest to separate discussions of raises and promotions from performance review, but the literature feels lacking more real world examples: - https://ift.tt/s2Bjz7d - https://ift.tt/vgmOr1T So what's your take on this? Do your company separate them? What would it look like? Are you having a mostly positive or negative performance review experience? Thanks in Advance.
2 by tcgv | 0 comments on Hacker News.
Hi there! After a couple of years as a senior engineering manager running bi-anual performance reviews within my department (I'm responsible for managing four squad managers), which are linked to pay raises and promotions, I've started noticing some patterns, such as: - A tendency for managers to gear up more heavily with negative rather than positive feedback prior to reviews to reinforce their evaluations - A tendency of some reportees to play the performance review game, focusing on keywords and using selected past experiences to justify high performance behavior - High expectaions of raises/promotions every performance review, i.e. twice a year - Anxiety and frustration related to recurrence and size of pay raises and promotions - Subpar experience for the team. I would like for them to have a more fufilling and impactful performance review experience. Some references suggest to separate discussions of raises and promotions from performance review, but the literature feels lacking more real world examples: - https://ift.tt/s2Bjz7d - https://ift.tt/vgmOr1T So what's your take on this? Do your company separate them? What would it look like? Are you having a mostly positive or negative performance review experience? Thanks in Advance.
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