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ironichaos t1_iwsdoef wrote

Reply to comment by [deleted] in 10,000 Google Employees Could Be Rated as Low Performers by ThisIsNotCorn

Yeah but that’s for middle management I doubt it effects senior level leaders that much.

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Coyotesamigo t1_iwtf8a2 wrote

My brother in law is a senior manager of some sort in corporate Amazon and gets these direct report performance reviews weekly. Once they dropped for him so he asked everyone what the problem was and they all said “no worries, great work boss” which is not unexpected. But what is the point of the system if there’s no context? What was HR thinking?

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dethb0y t1_iwtl39w wrote

That an anonymous vote is more honest than having your boss ask you "how am i doing as your boss"?

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Coyotesamigo t1_iwu9ed1 wrote

Sure. But in this case there was no j formation or context for my BIL to follow up on or improve. I’ll be honest, I don’t remember the specifics but when we talked, it was very much “someone is unhappy all of a sudden but I don’t know who and I don’t know why”

I understand why anonymous feedback exists but in my experience it is usually filtered through a third party to make sure it’s helpful.

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pnt510 t1_iwtm53d wrote

The problem is no one wants to give their boss honest feedback if it’s negative. There are too many potential downsides.

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Coyotesamigo t1_iwu94zq wrote

Yeah, that’s the point I was trying to make. Why even implement a feedback system like this when there is almost no way to reasonably follow up. It just makes people unhappy and stressed out for no reason. Maybe that’s why they do it.

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JoyousGamer t1_iwumlh5 wrote

Very well could be they are not approachable and encourage open communication.

Could as well be the current review format specific to their position is not correctly done.

Having it so it's not a trackable to the employee allows for a more open line of feedback.

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Coyotesamigo t1_iwvjp3d wrote

I understand why he didn’t get any feedback directly.

Im asking what the point of context free anonymous feedback is. Telling people “you are suddenly bad and not as appreciated by your team” and then not providing any information as to why will not help improve.

Since that context is not built into the feedback I question it’s utility.

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JoyousGamer t1_ixd3mix wrote

It is to encourage individuals to put their true feelings. Regarding context it should be provided to allow free text comments as well as enough variation on questions to piece together a possible issue. If that is not provided then the data collection is flawed not the format of it being anonymous.

As a good leader its your job to be able to have the trust of those working with you to gather that information. Also just because you are rated poorly doesn't mean you are bad at your job its possible that you are not the right fit for your specific team.

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