Re:How Adobe keeps key employees from quitting
by cinbun8 on Thursday June 25, 2015 @09:02AM
(#9777536)
> Ditching annual performance reviews has paid unexpected dividends.
> At an annual “rewards check-in,”...
It looks to me like this is old wine in a new bottle. Instead of calling it a bell curve you give it a new name. For a corporation to change a system like this where performance reviews are tied to fixed budgets is next to impossible.
Most feedback that I give my employees are during a lunch conversation or a code review. Trickle feedback works quite well. I'm against annual performance reviews too. Adjustments in compensation are not mapped to fixed goals for a year or 8 week reviews. Whoever gets more shit done in the interest of the company gets a pay hike when we can accommodate it. Simple.
> At an annual “rewards check-in,”...
It looks to me like this is old wine in a new bottle. Instead of calling it a bell curve you give it a new name. For a corporation to change a system like this where performance reviews are tied to fixed budgets is next to impossible.
Most feedback that I give my employees are during a lunch conversation or a code review. Trickle feedback works quite well. I'm against annual performance reviews too. Adjustments in compensation are not mapped to fixed goals for a year or 8 week reviews. Whoever gets more shit done in the interest of the company gets a pay hike when we can accommodate it. Simple.