Evals part 3

Yesterday  I had a tough round of evaluations. Key learnings:

- It's hard to reward specialists/experts - even if they do a very good job.
- Matrix organisations have reward schemes that are biased towards generalists and good communicators.
- The Gaussian bias -  A good evaluation score, say 7/10,  is often perceives as mediocre. Everybody seems to expect 8 or 9 these days.
- Habituation and long-term employement - managing the career paths of high-educated, well-performing (but not exceptional) profiles presents a challenge. There is no 'carrot' and there is no 'stick'.
- Job rotation policies create tensions between the hunters (the internal hoppers aiming to spiral up) and the farmers (those who stay in their position and settle in expertise)

As a colleague working for the company over 15y put it :"With this evaluation I feel treated like a dog - beaten for several years, and now given an insignificant cookie and this in spite of all my realizations and efforts .... probably those delivering projects in a rush that nobody [with common sense] asked for in the first place, get away with the big lumps" ..

Manage that...