Re:Ask HN: How are you doing performance appraisal at your s...
by rvpolyak on Monday December 12, 2016 @05:55PM
(#13162823)
I totally agree with this. Metrics are so very important just as is talking. Don't wait to have discussions talk all the time. Debrief projects what worked, what where the bottlenecks, what they did great what areas did they need to improve on.
- For very small startups: just talk. A lot, every week at least. Setting metrics is hard until you gain more visibility. If you can though, do it.
- For midsize startups: set goals with clear metrics/achievements (we use OKRs), and still talk a lot (one-on-ones and amongst the team). Metrics are here to set expectations not to be your final rating. If your manager wants to screw you, they'll do it with any system.
- For larger companies: Do as above + add formal appraisals. The appraisal is more about career direction.
This tends to work well because employees find it fair and predictable. And as others mentioned, don't wait 6 months to give feedback. A review shouldn't come as a surprise.