they had stack ranking, but it was very simple: 1) you pass to next year or 2) PIP - means you need to go or will be fired in few weeks.
I like how "performance improvement plan" never seems to equate to actually helping an employee improve.
I don't think that's true. I have seen people in pip even if they were given needs improvement rating ( that is just below achieves).. there is a rating below that as well. and ur coached to get out of it
Uber has stack ranking and it pretty much destroyed the company culture.
And our stack ranking is worse - it is at an engineering manager level - that means if you have 6 engineers you still have to fire 1 - unlike some other models where bell curve is at the level of a VP - ours is a strict bell curve at the first level manager .
Not true
AFAIK, no (went through two review cycle) however the old process is tedious and time consuming. Time for a change, though I'm not sure how much better the new process will be
They definitely do. It's at the director or VP level. Only impacts bottom 5-10%.