Interesting take on the origin of the performance review bs, but I was hoping this would add something to the discussion.<p>In the current state of things the process is heavily defended by the HR department and most ICs want to have an "objective" way to be promoted and have a raise, when there's very little in this to be "objective", making it almost impossible to dismantle.<p>In more than 25 years in the industry, I haven't been once in a company that solved this conundrum and makes me want to quit being a manager.<p>A good book I've read that I can suggest if you're painfully struggling with this, is "Abolishing Performance Appraisals"
There it is.. "they happily give the super stars..." but who is a superstar? The answer: the guy/gal doing a show for one. And with her, the record company, the studio assistant, the groupies etc. If there was someone objectively great but quiet, that would be bad. A no show? That would make a sort of bureaucracy necessary that tracks performance objectively..