Leaked internal guidelines: The methods TikTok managers employ for evaluating their staff members revealed
TikTok and its parent company ByteDance have some questionable practices when it comes to employee evaluation, as revealed in industry whispers and leaked documents. Here's a peek into the not-so-secret evaluations guidelines for managers:
- Beware the Overuse of Top Performance Ratings: Make sure not to assign the top three performance scores to more than 5% of your team and limit the top four ratings to just 10% or fewer of your staff. Resist the urge to inflate rankings due to external pressures – it undermines the evaluation's intended stringency and fairness[1].
- Consistent and Objective Appraisal Standards are Key: Avoid basing evaluations on personal biases or favoritism. Instead, use transparent and measurable criteria as inconsistent standards can lower employee morale and create a perception of unfairness[1].
- Keep an Eye on Work-Life Balance and Employee Well-Being: Concerns about excessive work hours and poor work-life balance have been expressed by TikTok employees[2]. Ensure you're not assessing performance without factoring in the effects of unreasonable workloads or neglecting employees' efforts to maintain a healthy balance.
- Feedback Matters – Make it Constructive: Evaluations should be more than just a number. Offer actionable feedback that helps employees grow by avoiding vague or negative-only comments – this approach encourages development and engagement[1][2].
In summary, TikTok and ByteDance managers should prioritize strict compliance with quota-based rating systems, use objective and transparent criteria, consider employee well-being, and offer constructive feedback[1][2].
What about the role of finance and technology in shaping these evaluation guidelines for TikTok and ByteDance managers? Can they influence the fairness of performance evaluations by providing resources for effective employee training and productivity tools?
Moreover, could the advancements in business technology, such as automated performance tracking systems, help reduce potential bias and create a more equitable evaluation process within these companies?
