It’s time to issue the year-end award.
Editor’s note: This article comes from “InfoQ” (WeChat public ID: infoqchina) , author : Tina.
At the end of the year, the annual performance of all companies has been completed, and companies that can sustain it in the future are beginning to issue year-end awards.
Tencent’s news of the end of the year award broke the other day. The first is Tencent Cloud’s Sunshine Award. The iPhone 11 Pro has a total bonus of more than 30 million.
The WeChat payment team reportedly won Tencent’s 2019 company founder award, which rewarded the WeChat payment team with 200 million, based on 1,000 people and 200,000 per person. The 200 million is not a year-end award. It is reported that the year-end award of the WeChat payment team starts from 10 months’ salary.
(This is a screenshot that bosses don’t want to see)
Year-end Award for Internet Companies
Internet head companies have a lot of money, and year-end awards are often so lucrative that they can become lemon essence in seconds.
Ali is re-listed in Hong Kong this year. I do n’t know if the bonus will increase. According to employees, they are still going through the performance process. By convention, year-end prizes are awarded in April. Ordinary programmers generally get bonuses of 4-9 months, so the pre-tax is at least 100,000-250,000.
This year is the 20th year of Baidu’s founding, but the main AI layout also needs the support of cash flow. There is no exact news about how many year-end awards have been won. Baidu changed its salary to 15 for the whole year in 2019.Some people in the vein reported that it had won the year-end award for 4 months this year. According to Baidu’s salary calculation, this number is slightly less than other big manufacturers.
Huawei ’s year-end awards are the most lucrative. According to Huawei insiders, one-third of Huawei ’s income depends on wages, one-third on stocks, and one-third on year-end awards. Among them, stocks and year-end awards, leaders at all levels have a greater say. General employees can get 2300,000 year-end awards.
However, although Huawei has many bonuses, individual differences are also very large. The insider gave an example: “For example, employees in the 18th grade in previous years would give 600,000 if their performance hits A; if they hit B, their performance would be only half, and 300,000, the difference would be a few hundred thousand; In one year, it worked for nothing. ” I really use the “salary” incentive.
“Redundancies” in the name of low performance
In addition to issuing year-end awards based on performance, there are also “layoffs” based on performance results. We saw a request for help:
A veteran employee of a BAT head company. Today I talked to HR. The overall meaning of HR is: your performance is not very expected. This is a problem with your personal ability. You must believe this. Take your time to find a job. We can recommend headhunting. We have no layoffs and no compensation. So panic, ask for help.
No compensation for leaving, can this be interpreted as being PUA in the name of performance?
The performance management of several companies, such as BAT and Huawei, has a characteristic, that is, they have a minimum performance of about 10%, and there is a mandatory distribution.
For middle-level and lower-level employees, Baidu and Tencent both score on five levels, and both will be at the lowest level. The overall scoring of Ali’s middle-level employees is compulsorily distributed according to a ratio of 3-6-1, that is, 30% is “best”, 60% is “fair”, and 10% is “poor”. Especially “values” oriented, values account for 50%. Ali launched the “New Six-pulse Excalibur” in 2019. There are 20 options in terms of values, and performance evaluation is more complicated.
Huawei’s year-end performance evaluation is divided into A, B +, B, and C grades. 80% of the people are B or B +. The C grade is the lowest, with a proportion of 5% -10%. Their assessments are the most unique, and they are evaluated by voting. For example, the CT (Performance Evaluation Team) votes. Generally, there are three votes, and the direct supervisor occupies one vote. After the evaluation is completed, it is submitted to the AT (Administrative Management Team) for review.
Although in many companies, backing the lowest level does not mean “must leave”, but it is inevitable that some companies will use things other than performance to evaluate some employees and perform “staff elimination”.
When I saw an HR saying that an old employee said, “If he does n’t leave today, he will be fired by the company for performance problems in the next year” There is a very strong undercurrent and invisible behind the HR assessmentStrength made her do such an incredible thing. ——Chen Hao (Left Ear Mouse) “Performance Evaluation” of Technical Persons
How to evaluate the performance of programmers
Either “redundant” or the difference in bonuses is hundreds of thousands, which depends on year-end performance. So how to judge performance of programmers by performance? Especially if this company is still a small company, is it even harder?
In an event at InfoQ, someone asked this question: “I currently have a R & D team of 40 people, and I’m considering the assessment. I divided it into three parts: the first part is still subjective and the second part is quantitative Something (Bug), the third part is extra work. Is this quantification correct? “
Incorporating quantifiable indicators to evaluate a programmer can indeed be more fair and fair, but judging by the number of bugs, this is a bit “dog blood”. We have witnessed several “programmer performance” metrics in history, such as bugs, lines of code, number of commits, etc. Are these sciences?
Take code behavior as an example, about 70% of the lines of code are noise, such as blank lines, comments, etc. And there are also big differences between programming languages. For example, a line of code written in a CSS file has a very different workload than a line of code written in a Java file. Therefore, according to this metric, the “most valuable developer” is often the one who adds the most CSS, white space, and third-party libraries.
More on commit count. Conceptually, a commit is nothing more than a “savepoint” in the developer’s work process. How often programmers save their work depends on personal preference. If you use the “commit count” as an indicator to evaluate developers, then you are actually encouraging them to develop a personal preference and submit after writing a line of code.
The smaller deviation should be measured by using multiple indicators together:
Lead time: how long it takes from idea to software delivery.
Cycle time: How long it takes to make changes to a software system and put that change into production.
Team velocity: How many “units” of software a team typically completes in one iteration (or Sprint).
Defect Open / Close Rate: The number of production problems reported and closed during a specific time period. Overall trends are more important than specific numbers.
App crash rate (application crash rate): The number of application crashes divided by the number of uses.
……
Keep old programmers
G is an old programmer who has gone through dozens of performance evaluations. Regarding these evaluations, he commented that a large part of them felt that the results were unfair, and he chose to leave the company several times because of dissatisfaction with the performance evaluation. Judging the work of experienced old programmers, let everyone “convinced.”
Evaluating software work will inevitably lead to deviations in some areas. The way to eliminate the deviation can be solved by review and review and interview. Before the interview, both parties need to collect enough information to correct the “missing” or “one-sided” evaluation:
1 v 1 meeting minutes.
What are the programmers responsible for in participating projects and how difficult is it?
The output produced: code, documentation, email.
Received feedback: peer feedback, thanks received via email or other means, and other feedback that can be found.
Feedback: Code review, planning document review, interaction with others.
Reviewing and reviewing is also the key to maintaining trust between the two. In particular, when faced with “low performance” or faced with “resignation”, this part is also the easiest to get into trouble or “on the news” if the company’s “interpretation power” is not used properly.
“If something can go bad, it will go bad sooner or later.” — Murphy’s Law
Murphy’s Law always gives us a relentless blow. The performance management of software development is so difficult, and the side effects are so many that we have spent most of our energy to deal with the problems. How to apply performance management in such a complex environment to avoid side effects, so that performance management can really stimulate the passion of employees, promote organizational innovation, and become the engine of company performance? This is a question worth pondering.
Conclusion
As a programmer, has this year’s end prize been awarded? Say the bonus is high and let everyone be sore?
Are there any bugs that have affected your performance?
Do you think your year-end performance results, the boss scored properly? Not suitable, please leave a comment in the comment area!
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