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Mini-Microsoft: Microsoft's 3.0 (or, How I Learned to Stop Worrying and Love The Curve)
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Mini-Microsoft
Sunday, June 19, 2005
Microsoft's 3.0 (or, How I Learned to Stop Worrying and Love The Curve)
It's that major review time of the year at Microsoft. Keyboards are clicking away with folks regaling their lead about all the great things they've done. But is it too late for your review comments to make a difference? You've got to figure that everything is pretty much set within the stack rank in your manager's mind. A while back, I wrote about the stack rank and some advice about owning your career. The stack rank meetings are probably starting now and going on for a month or so. Can your proud lobbying move you up a position or two higher? Well, it might be important based on where the rating line is drawn for folks in your peer group. You know after the stack rank something wicked this way comes: The Curve. We grade on a curve. Your rating is based on your ladder level expectations and relative to the performance of your peer group ( a peer ordering most likely extracted from your position in the stack rank ). Woe unto you if you're a super-star in a super-super-star peer group. A curve, though? Actually, it's more like three buckets than a curve: bucket 4.0 ( A! Sweet !), bucket 3.5 ( B. Well, okay ), and bucket 3.0 ( C! Dang! ). I don't bother considering the gold star (4.5) and the platinum star (5.0). And I don't want to bring up 2.5 because I'll get side-tracked. 4.0, 3.5, and 3.0 ( oh my ). The dreaded 3.0 is really two beasts in one: the well deserved 3.0 and the trended 3.0. While a manager might be steamed to have a 4.0 person be trended down to 3.5, they will go ape-poo-flinging-ballistic to have someone trended to 3.0. But we have buckets to fit and if your product team needs to provide 25% 3.0s you're going to have to fill that bucket. I totally accept that we need to have a rating system, especially to reward our kic"
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