Comment on Google is shaking up its compensation to incentivize higher performance
criss_cross@lemmy.world 3 weeks agoAmazon is doing the same thing.
It’s phrased as giving top tier employees ability to penetrate bands.
In practice you have to be rated Top Tier (which is assigned on a curve and only 5-10 percent of employees will hit) 3 years in a row. So if you have an off year or a new manager then you’re screwed. I’d wager that’s less than 1% of the company that’ll hit that.
For everyone else it was a 10% pay cut. Woo?
jungle@lemmy.world 3 weeks ago
That’s traditionally called “promotion”. So they’re not promoting employees anymore?
criss_cross@lemmy.world 3 weeks ago
For engineers at least it’s always been a pain.
L4 (the starting point) -> L5 is expected within a few years. After that it’s a fucking crapshoot. You can be stuck in L5 the rest of your career.
jungle@lemmy.world 3 weeks ago
I should know, I’ve been a software engineer for over 20 years and an engineering manager for over 10. I’ve promoted many engineers.
I don’t know what L4 and L5 map to in your company, but usually the gap between levels widens the higher the level. It’s much easier to go from entry-level (recent graduate) to mid-level, than from senior to staff. The skills required to make that jump are much harder to acquire, there’s less opportunities to put them in practice and a lot more dependencies on external factors you don’t have control over.