Re:Hire-to-fire at Amazon India?
by Copernicron on Sunday June 20, 2021 @01:05PM
(#27571896)
360 peer reviews are such bullshit. I've seen it happen where strong developers on a team of strong developers stagnate at the same level for years while mediocre developers surrounded by terrible developers get promoted. It all comes down to who's evaluating you and who you're in good with. It has nothing at all to do with how good you actually are.
Re:Hire-to-fire at Amazon India?
by bitcoinmoney on Sunday June 20, 2021 @04:07PM
(#27573437)
What is 360 peer review?
I believe it is when you review your colleagues, they review you and your manager collates all the reviews to access your performance. Some places allow you to nominate who you want to provide your review, perhaps people you worked closely with the last couple of months etc.
The problem is that this is a "factory worker" mindset applied to creative and IP based work.
When a factory worker makes a chair, company does not profit from it indefinitely.
When a developer creates code he or she gets paid once, but company profits forever.
So even if they fire a developer, they still are profiting the from work they did. Question is, why developers sign IP transfer and royalty waiver in their contracts?
> When a developer creates code he or she gets paid once, but company profits forever.
Forever usually being 1-5 years?
It's a figure of speech, but I've seen 10 year old commits still doing well in production and some written before even git was a thing.
Given how much value this work generates, it's time developers got together and put a pressure on companies to pay fairer and proportionally to profits they are generating.
I'd even opt for a legislation that would make contract clauses about giving up royalties illegal.
If the response is blather about 360 peer review, be wary.
Also scan all available information about if they perform any stack ranking.
I worked at a place where managers would bring in other people just so they could meet their "must fire" quotas but keep their existing teams intact. I left shortly thereafter.
An organization must be able to identify and cope with true "non-performers" but when it turns into a global quota for all teams you're in the hunger-games.
The culture of a place radiates from upper management / C Suite; if they're sociopaths you end up with this sort of organization where certain types of people filter up.