alt Hacker News>Do they? This definitely seems better to me, and I don't think I've really heard complaints about it
"My manager hates me, how do I get promoted?"
"My manager looks down on me because I'm a member of a different caste, what do I do?"
"My manager keeps hiring only people of their race and playing favorites with them, what do I do?"
"Coworker X gave me a bad review because I wouldn't go on a date with them"
Even in the best case it biases heavily towards the people most enthusiastic about selling an image of themselves rather than those who are necessarily contributing.
Relying on someone's perception/vouching for you rather than performance metrics can be an absolute disaster - for the people involved and for the company if it turns into a lawsuit.
Replies
These are all pretty extreme cases that apply if your managers/coworkers are horrible people. Most people are thankfully, as a rule, pretty normal.
Obviously discrimination exists, which is why metrics should still be used (as data points) and why larger companies need an oversight process.
Turning ourselves into automatons, promoting and praising people exclusively based on some arbitrary set of numbers, just to try and make it fairer, won't lead to a happier or genuinely fairer workplace. At the end of the day, most jobs relevant to HN are complicated and explicitly involve a lot of human interaction. You need humans to judge performance in human-interaction jobs.
> My manager hates me, how do I get promoted?
> My manager looks down on me because I'm a member of a different caste, what do I do?"
There may be legitimate cases but if someone runs into these issues often, may be its just excuses for bad performance. If the issue is genuine, find out what your specific organization can do about the situation and resolve it within that framework or find a better manager.
No amount of metrics are gonna help if you are going against a hostile manager, team or leadership.