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I'm at a FAANG-adjacent big company, we use what seems to be an in house tool. Twice each year I fill out a form in which I describe what I did, what I plan on doing, and how this contributes to my goals as well as to our shared goals of Diversity and Inclusion. Then my manager fills our the same form about me from his perspective. Simultaneously I am encouraged to request feedback from my colleagues and they from me, in the same system. Also via the system, my skip-level sends me a request for feedback about my manager, and I have the option to make it anonymous to her (the skip), regardless it will not be visible to my manager. Less formally, my manager periodically emails me asking for feedback about my colleagues, a few weeks later he shares with me what others said about me (anonymously). I don't know how this process plays in to the raise and promotion discussion, it's opaque to me. Filling these things out is not my favorite task, it creates stress for me. I'm not sure if it's overall a good thing or not compared to my previous job where we had none of this, as well as no job titles, levels, promotions, etc. We just worked and got raises now and then, sometimes you had to ask and sometimes you didn't. |
Does this apply to people working in Engineering? are you incentivized to have goals that have impact on D&I?