b’s buzz
Because sometimes it's hard to say goodbye...
RT @imcatnoone: @SeanTalentW At the inception of intent.
2021-04-01
RT @DavidOBowles: The English word “Latinx” (and its Spanish-language equivalent “latine”) weren’t created by “woke white people” or whatev…
RT @washingtonpost: The pandemic set women’s equality back another generation, a new report says https://wapo.st/3whKILd
2021-03-31
To do any sort of equitable pay-for-performance plan, companies need to continuously scrutinize how OPPORTUNITIES are distributed – not just performance. If the same people always seem to be “high perf,” are they also the only ones getting the highest impact work? 5/
I’m not even getting into flaws with how perf is typically measured. Usually much more subjective than the manager thinks. We’re not naturally wired for objective assessment, and at least in tech companies most roles aren’t great at *individual* explicit goals. /6
Yet very explicit/quantifiable individual goals have their own problems. While “grow our userbase by 200%” is clear + measurable, it’s not an individual goal. Explicit individual goals can incentivize weird unintended behaviors: counting lines of code / commits / incidents. /7
I may rant about this a little more later, but for the moment: Pay for performance is hard and rarely really happens, in no small part because defining “good performance” is so difficult. /8
I’m emphasizing this because so many people – especially tech workers – believe that “good performance means higher compensation.” And honestly, that’s not the major factor in many orgs/roles. 2/
Some companies say “we don’t do pay for perf” – though of course some sort of performance perception WILL influence raises even without formal performance reviews. 3/
Some others say “we DO pay more for performance,” but without having some sort of performance-influenced variable compensation made widely available, it’s nigh impossible to see that in action. The company may believe it, but that doesn’t make it so. 4/
“Even among workers whose pay is partly tied to measures of individual productivity, that share is usually a small portion of total compensation.” https://twitter.com/compa_as/status/1377366357872939008
@juliacarriew That is an excellent hint.
2021-03-30
RT @GirlGeekX: Lisa Dusseault is the CTO at @compa_as. She founded tech startups Cathy Labs, Klutch, and ShareTheVisit. Lisa holds a B.S. i…
Poseurs. https://twitter.com/markyzaguirre/status/1376957632527929348
Yes! Read the full report. It’s worth your time and attention. https://twitter.com/ekp/status/1376929316987019264
RT @ekp: 98% of people who experienced increased gender-based harassment were women and/or nonbinary people 4/ https://t.co/3KkM4nJHjh
RT @ekp: Over the past year, we’ve suffered so much. Covid-19 made almost everything worse at work. Harassment and hostility, work pressure…
RT @laura: No one person not organization has done research on tech and remote work during the pandemic. A must read report from @project…