Oh, then they might lay you off first because you’re underperforming compared to your peers.
You think they bother checking thousands of employees’ performances before laying them off? The only performance they check is who is better bud with management
Each manager probably have a few people in mind when their higher ups asks them to cut down head count in the department. Unless they decide to cut down the entire department of course. Then performance no longer matter.
From my experience, this is not the case. Layoffs in the US (especially those in tech) are quite secret and quite sudden, which means the decision of whom to lay off is typically done at a sufficiently high level where they’re generally clueless about individual performance.
I’ll let you in on a secret: they can’t tell. There’s absolutely no way to know how productive someone is. It’s a popularity contest with extra steps.
This is bullshit. There are dozens of ways to tell, even remote. Metrics exist for a reason.
Metrics are mostly bullshit because it’s not possible to measure productivity for most tech roles and its impossible to measure productivity for soft skills.
Metrics exist to justify manager decisions and convince their managers that things are working, regardless of what’s actually happening.
What metric do you use for a coder role? Sloc? Ok, make a bunch of garbage code. Tasks complete? Maybe, but there’s no quality metric so tech debt is invisible. Senior Engineers should be mentoring and influencing their team members. How do you measure that? How do you measure how well a TPM gets people to work together?
It’s bullshit used to justify the bullshit idea of “scientific management.”
