The interplay between employers and employees remains dynamic. Including the return-to-office debate and 'quiet quitting.' Performance reviews have become a focal point.
their performance review system last May which reduced performance reviews from twice to once a year. Managers meet with employees in a series of feedback check-ins throughout the year, with promotions happening twice yearly. During annual performance ratings, Google employees’ impact is ranked from “not enough" to “outstanding” or “transformative.”
Meta CEO Mark Zuckerberg's ambitious"year of efficiency" is leaving no stone unturned within the company, and this drive for efficiency is making waves even in the realm of performance evaluations. Last July, the tech behemoth dispatched ato its managers: identify underperforming individuals and promptly relay this information to the human resources department.
lackluster performance ratings, accompanied by trimming bonuses as well. While this might raise eyebrows, insiders reveal that Meta has never been one to shy away from stringent evaluations—a tendency that predates the pandemic.. The new system is less vague and more “evidence-based.” People leaders participate in exercises to assess the current performance of their teams. This will help the company identify areas for improvement and develop strategies to address them.
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