zlacker

>>kisna7+(OP)
In general, performance reviews are great in theory, but fall down in application. Theoretically, a review is a time to talk about the great work you did, what you learned, and what your goals are. Your manage can respond will honest feedback and a merit increase.

The reality is reviews are a part of a process, and your rank in them depends in part on the quota set by HR. Most of the time, HR wants employees to fit within a bell curve for rankings. In some extreme examples, people's reviews were based on a predetermined track and not on actual performance.

Netflix's policy is just HR marketing. If all you do is keep your 4 and 5, then what makes those people 4 and 5 will start to become 2 and 3. It's a moving goalpost, and sounds like an effort to increase productivity without increasing compensation.

I may be jaded.

>>Delman+K8
Personally, I think the idea of turning "performance" into a number is just fundamentally flawed. Giving the same salary to an entire team is a better idea