Why We Killed Off Our Performance Management Process!

Performance Management Programs! HR run them. Management loves them. Staff hater them. This is why we flipped the model and got rid of them.

But let me expand on the following three points:

1. Why waste time? You know what I am saying if you have gone through a formal performance review! If you managed one as a manager, you are screaming, “Yes, waste of time!”

The bureaucracy and subjectivity that goes into the process are insane. And all it really comes down to is have you done your job, and do you deserve a raise.

2. Have you done your job? The formal performance review looks at how you have aligned and performed on your KPIs, OKRs (or whatever is in fashion with HR). It judges whether you are good enough, political enough, or correct enough to move up the corporate ladder to a better position of power.

At teraflow, we don’t have a political hierarchy for you to climb! And all performance-related work is done as a squad, in a project. So an easy win on the flip.

3. Do you deserve a raise? Yes, we think so. We have an extensive recruitment process that finds the best candidates, culturally aligned, who can work in a squad.

So rather than determining if you deserve the raise, we work off the basis that you do. It’s far quicker, easier and more objective. We would instead manage by exception!

So what did we flip this with? Tomorrow I will tell you how we have built our Design Your Career Program.

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