An employment law attorney and data scientist says the scary truth most of the time is that managers use their discretion and subjectively value performance differently.
Think back to the last time you received an adjustment to your compensation. Were you told that it was because of your performance? Or that it was because you “exceeded expectations” in 360 peer reviews? Did you assume that HR applied deliberate math, sound methodologies, and calibrated results fairly and consistently across the organization to come to those conclusions?
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