Lawsuit: Yahoo CEO Marissa Mayer led illegal purge of male workers

Post by carlmcqueen » Fri, Oct 07, 2016, 12:53 PM UTC

arethuza wrote: post #127

iamleppert wrote: post #52

Just reading this brought back memories of working at LinkedIn, and why I'll never again work for a company who has institutional performance review processes. That pretty much excludes all big tech companies and I'm perfectly fine with that. The cookie-cutter performance review process is impersonal and has absolutely nothing to do with helping people do their best work. In my case, I had a manager who simply didn't…

I had one large company where performance was really one bit - ranking was on a scale of 1 to 5 and, as I was told, "nobody is a 5 and if you were a 1 or 2 you'd already have been sacked". So everyone was either a 3 (meeting expectations) or 4 (exceeding expectations in some areas). I did manage to persuade my line manager (the CIO) to give me a 5 on something but he then felt the need to mark me down somewhere else…

Post by koolba » Fri, Oct 07, 2016, 12:56 PM UTC

anotherhacker wrote: post #124

iamleppert wrote: post #52

Just reading this brought back memories of working at LinkedIn, and why I'll never again work for a company who has institutional performance review processes. That pretty much excludes all big tech companies and I'm perfectly fine with that. The cookie-cutter performance review process is impersonal and has absolutely nothing to do with helping people do their best work. In my case, I had a manager who simply didn't…

"I'll never again work for a company who has institutional performance review processes." Deming's 3rd deadly disease: Annual rating of performance. “It is purely a lottery” https://youtu.be/ehMAwIHGN0Y?t=298

Post by ArkyBeagle » Fri, Oct 07, 2016, 1:04 PM UTC

ericdykstra wrote: post #48

brian-armstrong wrote: post #41

Earlier quoted context omitted.

She laid out a good reason for doing it. I think the decision was justified.

In the book Deep Work by Cal Newport, he uses Mayer's firing of remote employees as an example of a toxic work culture that values signalling over production. Here's the excerpt: > In 2013, for example, Yahoo's new CEO Marissa Mayer banned employees from working at home. She made this decision after checking the server logs for the virtual private network that Yahoo employees use to remotely log in to company servers…

Post by coldpie » Fri, Oct 07, 2016, 1:09 PM UTC

NhanH wrote: post #107

hibikir wrote: post #57

Earlier quoted context omitted.

That's not really about the review process, but about making one of the biggest mistakes you can make: After you know your manager doesn't like you, you didn't do everything in your power to either switch teams or change companies. Nothing good will come out of working for a manager that doesn't like you. You'll get worse reviews than you deserve and worse raises. You'll get less exposure to other parts of the compan…

> So the real rule when looking for new jobs is to avoid places where they hire first and do allocations later, as your picture of what the company is at interview time might be completely different than what you'll find on day one. Oh hey that's actually a whole lot of big corps ... most prominently Google, isn't it?

Post by geofft » Fri, Oct 07, 2016, 1:16 PM UTC

dgudkov wrote: post #89

pcurve wrote: post #20

“..less than 20 percent female. Within a year and a half those top managers were more than 80 percent female,” Even if they were not deliberate about it, they must have talked about how this might be perceived by employees. As bad as this issue is, I think hiring friend/referral/former colleague, especially en mass is much bigger issue that's rarely talked about because it's not necessarily illegal. However, I cannot…

>hiring friend/referral/former colleague, especially en mass is much bigger issue that's rarely talked about because it's not necessarily illegal. And it's not necessarily wrong.