This kind of "perf review" hacking works ~everywhere; how well it works correlates with how entrenched the organization is (i.e., how hard it is for new players to disrupt).
You don't have to play the game the same way to work there. But it helps to accept that others will play it, and manage your own expectations accordingly.
Which big, well-paying companies do not have "those bullshit metrics"? I know for a fact that Meta, Google, Stripe, Airbnb, and Oracle all lean heavily on performance review cycles based entirely on ridiculous metrics. Getting ahead there requires you to play the stupid games GP is suggesting.
Feel for you or anyone surrounded by such others but it is most definitely not everywhere - that is used to justify your presence in a place of work you should not be
This kind of "perf review" hacking works ~everywhere; how well it works correlates with how entrenched the organization is (i.e., how hard it is for new players to disrupt).
You don't have to play the game the same way to work there. But it helps to accept that others will play it, and manage your own expectations accordingly.
> This kind of "perf review" hacking works ~everywhere
I don't have tons of examples, but in my experience:
* This worked in toxic environments. They deserve it.
* This doesn't work in a functional environment, because they don't have those bullshit metrics.
If you have to rely on those tricks, it's time to look for another job.
Which big, well-paying companies do not have "those bullshit metrics"? I know for a fact that Meta, Google, Stripe, Airbnb, and Oracle all lean heavily on performance review cycles based entirely on ridiculous metrics. Getting ahead there requires you to play the stupid games GP is suggesting.
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But it helps to accept that others will play it
Feel for you or anyone surrounded by such others but it is most definitely not everywhere - that is used to justify your presence in a place of work you should not be