Instead of incremental changes to our performance review process, why can't our HR overloads take stick in what system is working for the some of the most successful start ups or recently established technology companies? We are a technology company after all. Well at least that's true for EMTEC. Anyway, I would venture alot of us want to continue to work here, and are willing to have some reasonable and fair form of performance review. So...HR... make it happen before we PIP you.
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Group of employees were charted to recommend changes 3 years ago. 90% of what was recommended was rejected by TG and DW. Broader MC just wasn’t interested in updating our approach. Very sad.
The elites at the top succeeded in this culture therefore see zero reason to change it.
Management determines the performance review system, HR only helps administer it.
HR is outsourced now, just like IT. Good luck.
If the company is actually interested in improving the culture, I think aborting this experiment in assessment is required.
I don’t know what a good assessment system looks like. I know all business schools universally decry stacked ranking systems though. I think we need something that has both a relative and an absolute performance component. People on MD track should not be in the same assessment individual contributors. Their assessment groups need to be high risk and high reward. If you stall out at DH level midway through your career, you don’t get to hang out as an ‘advisor,’ or take up a limited Tier 2 technical job. You’re out.
One can dream.
Not happening until you have incapable and incompetent VP like TG with 0 HR experience running HR. DW doesn't listen to anyone but himself so yeah, ain't happening. The attitude is if you don't like here get out but we ain't changing a sh-t!