TikTok conducts biannual performance reviews, rating employees on a curve that limits high scores for top performers. A leaked document revealed that managers were instructed to avoid mentioning this forced distribution to staff. Only a small percentage can achieve the highest ratings, which raises concerns among employees about potential negative consequences, such as performance improvement plans or layoffs. Employees fear that low ratings may lead to job cuts, as prior reviews have resulted in team reductions, particularly within TikTok's struggling e-commerce division.
The messaging to management or to the employee is that we do not have forced distribution, but every cycle we do get 'guidance' on scoring.
Executives set targets for the distribution of team scores based on business priorities, with strict limits on how many employees can receive high ratings.
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