At Google, even people below you on the hierarchy review your performance. This is just one aspect of the company's performance review system.
Performance reviews are a critical part of managing any business, but they're often time-consuming and ineffective.
To help solve this problem, in the early 2000s, Google adopted an innovative internal grading system known asEmployees set a goal for themselves and outline a series of quantifiable results that will help them achieve that objective. Google's CEO does the same for the entire company. OKRs are the first step in Google's performance-management process, which the company tells Business Insider hasn't changed since Laszlo Bock published a book about it in 2015.the former senior vice president of people operations at Google summarized the performance-management process with a few key components.Googlers are rated by their managers on a five-point scale, from"needs improvement" to"superb.
The peer reviewers are asked to list one thing the person they're reviewing should do more of and one thing the employee could do differently to have a greater impact on the company.Groups of managers meet and review all their employees' tentative ratings together. This process is designed to reduce managers' bias because they have to explain their decisions to each other.
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