Let’s assume, just for the moment & until we replace it, that your company has a performance review process. Periodically, maybe once or twice a year, every employee get some sort of rating—1-5, doesn’t meet/meets/exceeds expectations, something like that. (I’ll write in the future about the perverse incentives created by such a process, but let’s assume the process as a given.) What is an effective way to regard these ratings?
Beautiful, and depressive. At the end of the day it all comes down to how much visibility you have in the organisation and how good at storytelling the person with authority over you is.
Beautiful, and depressive. At the end of the day it all comes down to how much visibility you have in the organisation and how good at storytelling the person with authority over you is.