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by ramblenode
587 days ago
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> No, I want management to develop a system to determine who is low-performing The system here is going to be something like LoC or tickets answered, things that are objective and easy to measure. We know these don't reflect real productivity, but because they are objective, that's what will be used in promotion and firing decisions. Anything subjective, even if it's the opinions of peers or experts, will be contestable in due process hearings, creating risk for the employer, and will be deemphasized or eliminated. One reason why the US government and European software companies are relatively uncompetitive in hiring is because of the difficulties created by due process in firing bad employees and promoting good ones. |
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Mild issue with this. Mostly, cause it's a one size fits all. There's a certain kind of productivity worker that actually responds relatively well to that type of metric. That vagueness results in stagnation and analysis paralysis.
Those workers tend to actually respond better to what the game community almost considers the grind mindset. Give us a well defined hallway, with well defined tasks, and then we'll walk down the well defined hallway. It may not be "super creative" productivity, yet it's a "form" or "type" of productivity.
Part of the issue also, is a lot of the time, people seem to always want to be the Einstein of the company, and nobody really wants to deal with the day-to-day shit. It's simply not status enough, or management visible enough, or high-level content enough, or similar.