Yahoo introduced a new quarterly performance review system under CEO Marissa Mayer that divided employees into categories like "Greatly Exceeds" or "Misses". This system led to lawsuits and criticism as it was seen as biased and resulted in increased stress, low motivation, and high turnover among employees. Suggestions to improve included using more objective metrics and competency mapping, reviewing policies before launching, and providing rewards and recognition to boost employee performance and engagement.
Yahoo introduced a new quarterly performance review system under CEO Marissa Mayer that divided employees into categories like "Greatly Exceeds" or "Misses". This system led to lawsuits and criticism as it was seen as biased and resulted in increased stress, low motivation, and high turnover among employees. Suggestions to improve included using more objective metrics and competency mapping, reviewing policies before launching, and providing rewards and recognition to boost employee performance and engagement.
Yahoo introduced a new quarterly performance review system under CEO Marissa Mayer that divided employees into categories like "Greatly Exceeds" or "Misses". This system led to lawsuits and criticism as it was seen as biased and resulted in increased stress, low motivation, and high turnover among employees. Suggestions to improve included using more objective metrics and competency mapping, reviewing policies before launching, and providing rewards and recognition to boost employee performance and engagement.
Focused on reviving the company from deterioration and cost
cutting.
Introduction of Quarterly performance review.
Dividing employees into categories: Greatly Exceed, Exceed, Achieves, Occasionally Misses, Misses This biased administration system was highly and totally criticized. Resulted in lawsuit, pressure, demotivation, insecurity and constant danger of sustaining amongst the employees. Problems
Rank and Yank policy (criticized in the media).
High stress and increased turnover.
Employees low on motivation
Decreased performance.
Less growth opportunity.
Problems Introduction of ruthless and biased administration system. Company is being highly criticized- ruining brand name and makes it a harsh and a troublesome place. Company facing lawsuits. Improper categorizing of people. Suggestions Employee friendly policies: KPI, Performance Appraisals, Feedback, MBO etc.
Competency mapping techniques:
Assessment Centers and Development centers, Critical Incidents Technique, Psychometric tests etc.
Review the Policy:
Prior checking of the correctness of policy before launching.
Rewards and recognition:
Provide opportunities, Magnify recognitions, facilitate peer to peer recognition. Conclusion There is no doubt that employees are the most valuable assets of an organization. In order to keep employees motivated to perform and give their best to the organization, management needs to step forward and develop channels for better communication. Continuous feedback and proper management can have a great impact on the performance of an employee.It is important to understand and highlight the competencies of employees so that they get a chance to introspect themselves and understand their position and role in a better way.