TikTok emphasizes a strict performance evaluation process, valuing performance over niceness in employee assessments. Zhang Yiming, founder of ByteDance, remarked that seeking to please everyone is not moral, as it may demoralize top performers. The company employs a grading system with eight ratings and sets quotas for high scores, limiting top ratings to a small percentage of employees. As mid-year performance reviews approach, anxiety among workers rises due to past layoffs linked to low performance scores, highlighting the pressure to excel in a competitive environment.
ByteDance founder Zhang Yiming emphasized that being overly nice when evaluating workers is immoral, as it risks demoralizing high performers by treating everyone the same.
TikTok employs a strict performance evaluation system, limiting high ratings to a small percentage of workers, reinforcing a culture that prioritizes performance.
Managers at TikTok are instructed to avoid midpoint grading to prevent conflicts, as the company aims to differentiate performance levels clearly among employees.
The pressure of performance reviews at TikTok increases as employees feel the impact of previous layoffs and headcount reductions based on low performance scores.
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