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Facebook culture described as "iconic", accused of criticism process



Stack-ranking systems work well in companies with a competitive environment where employees compare objectively measurable performance, according to Alexandra Michel, a professor at the University of Pennsylvania, who studies work culture. However, the system tends to collapse and distrust employees and create a political atmosphere when used by companies that measure performance subjectively, or by companies, employee loyalty in return for benefits and promises to demand career development, Michel said.

"If you have a completely different environment like Wall Street, this system works very well," Michel said. "But if you have people who want to come in and take care of you, want to learn to be part of a warm group, and people who look after them ̵

1; that's a very terrible mismatch."

Since the beginning of 2017 According to several former employees, Facebook has become stricter in distributing grades according to certain percentages.

"I had a boss who literally said to me:" You do not have enough people in 'meet some', "meet most" and "meet all", said a former director who has gone earlier this year. "I thought I came up with something that was supercritical of employees, to give them lower scores than they really deserved."

These bi-annual reviews encourage employees to be particularly productive in June and December, during the race at night and on weekends, bosses work to impress before the reviews, which are usually completed in August and February. This is particularly true in December: half of Facebook predominantly uses to determine which employees receive promotions.

As a result, employees focus on short-term goals and expand capabilities that drive user engagement and improve their own metrics without considering the potential Long-term negative impact on user experience or privacy, several former employees said ,

"If you choose a promotion, it depends on whether or not you launch a product – you will certainly do the product out," said a former engineer. "Otherwise you have to wait another year to get this promotion."

While employees gather peer reviews and get involved in the next round of calibration in February, the process will show how employees think about the company after a bruise in 2018, according to employees who recently resigned.

This time, there will be additional anxiety, one said. People who want to go hope for a high rating so that they can leave on good terms. Others, who are committed to the company, have to make do with each other when they express their concerns or stay in line for the sake of their careers. Any change in the company's ranking process could indicate this time whether Facebook is taking special steps to keep its valued employees nearby or continue in the same direction.

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