Posted on 12/22/2022 2:45:55 PM PST by ConservativeInPA
More Google employees will be at risk for low performance ratings and fewer are expected to reach high marks under a new performance review system that starts next year, according to internal communications obtained by CNBC.
In a recent Google all-hands meeting and in a separate presentation last week, executives presented more details of its new performance review process. Under the new system, Google estimates 6% of full-time employees will fall into a low-ranking category that puts them at higher risk for corrective action, versus 2% before. Simultaneously, it will be harder to achieve high marks: Google projects 22% percent of employees will be rated with in one of the two highest categories, versus 27% before.
(Excerpt) Read more at cnbc.com ...
I can guarantee that more than 6% of Alphabet employees don’t contribute anything because it’s true at nearly every business. See Price’s Law or Pareto principle.
*cough* Straight White Males *cough*
Are you implying there are straight white males employed at Google? HR must not be screening applicants.
“We Keep You Alive to Serve This Ship - Row Well and Live!”
“We Keep You Alive to Serve This Ship - Row Well and Live!”
I suspect working from home offices promotes mediocrity.
Google, like Amazon, has a “leadership” mentality of “managing out.” This means that managers are encouraged to look for faults in everything their individual contributors do in order to have justification to let them go.
When the majority of your revenue stream is based on advertising, the gravy train eventually comes to an end.
Interesting that so many high tech companies are now looking at clearing out the dead wood. I’ve never understood their over-employed business models where employees run around in shorts and on scooters. Trying to be cool, I guess.
Racist! Sexist! Homophobe! White privilege!
Low should be 10%, high should be 15%. 2% was unserious.
A continuation of high school habits.
Roughly 10% is what you should fire every year. If you are a growing organization, you make that many hiring mistakes. If you are not growing, you need to make room for new hires.
Every manager worth their salt can name the employees who are technical stars, who have the abilities to become managers, who are the solid contributors, and who should be moved out.
The category of “marginal, but can be improved” should be avoided.
“Google ****projects**** 22% percent of employees will be rated with in one of the two highest categories, versus 27% before.”
Predicts? Gee...can they see into the future? They sure are smart...
They aren’t “predicting” anything. They are directing. Mandating. Corporations are mini-dictatorships that leave no wiggle room, leave nothing to chance, in things they can control.
And they definitely control, in a dictatorial manner, the system and procedures by which employee performance ratings are generated and finalized.
This kind of euphemistic language is just another form of gaslighting and propaganda.
Jack Welch devotee, are we?
That’s gaslighting/”mobbing”. Highly abusive and psychologically corrosive.
Does that mean they are getting rid of giving gold stars for Participation? Oh no, what will keep their employees untriggered
I have former peers who left to work at GCP and AWS. They’re miserable. I have current peers who came over from GCP and AWS. This is absolutely how they do business in their tech departments.
They pay absurd money for IT talent, but they treat them like indentured servants.
Seems as if it would be impossible to emerge from such an environment unscarred, unhurt. Yet management does as management pleases and the world keeps turning. Would be nice if an employee in this situation could have perfect information, perfect self-awareness, and know to let this behavior on the part of workplace superiors roll like water off a duck’s back. In the vast majority of cases, though, the targeted employee will, at least subconsciously, let this kind of corrosive, purposefully unjust, objectively unwarranted criticism sink in. Even at the price of chronic cognitive dissonance. Termination, a formality, really, will then typically occur on schedule within months. The reason given being nothing but a pretext.
A continuation of high school habits.
_____________________________
Do you mean: coming into work late, punch in, then eat breakfast, check phone 3 or 4 times, THEN start to work.
Then they spend much of day listening to the Boomer actually doing work. When said Boomer comments on their lack of productivity, the snowflake cries to the boss, Boomer being mean. Boomer gets a reprimand. Told to not comment on productivity, that’s the bosses job. I have had 4 jobs where I had to show my coworkers how to work. Pathetic.
“… that puts them at higher risk for corrective action.”
If this were a real company, I’d know what that means.
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