Unformatted text preview: r if you do so often,
and outside the constraints of official peer reviews.
When delivering peer review feedback, it’s useful to keep
in mind the same categories used in stack ranking because
they concretely measure how valuable we think someone is. Stack ranking (and compensation)
The other evaluation we do annually is to rank each other
against our peers. Unlike peer reviews, which generate
information for each individual, stack ranking is done in
order to gain insight into who’s providing the most value at
the company and to thereby adjust each person’s compensation to be commensurate with his or her actual value.
Valve pays people very well compared to industry norms.
Our profitability per employee is higher than that of
Google or Amazon or Microsoft, and we believe strongly
that the right thing to do in that case is to put a maximum – 27 – HOW AM I DOING? Fig. 3-1 Method to working without a boss 1. 2. 3. 4. amount of money back into each employee’s pocket. Valve
does not win if you’re paid less than the value you create.
And people who work here ultimately don’t win if they get
paid more than the value they create.
So Valve’s goal is to get your compensation to be “correct.” We tend to be very flexible when new employees are
joining the company, listening to their salary requirements
and doing what we can for them. Over time, compensation
gets adjusted to fit an employee’s internal peer-driven valuation. That’s what we mean by “correct”—paying someone
what they’re worth (as best we can tell using the opinions
================================================== If you think your compensation isn’t right for the work you do, then
you should raise the issue. At Valve, these conversations are surprisingly
easy and straightforward. Adjustments to compensation usually occur
within the process described here. But talking about it is always the
right thing if there’s any issue. Fretting about your level of compensation without any outside information about how it got set is expensive
for you and for Valve.
================================================== step 1.
step 4. Come up with a bright idea
Tell a coworker about it
Work on it together
Ship it! VA LV E M E THOD D IA G . 3 The removal of bias is of the utmost importance to Valve in
this process. We believe that our peers are the best judges
of our value as individuals. Our flat structure eliminates
some of the bias that would be present in a peer-ranking
system elsewhere. The design of our stack-ranking process
is meant to eliminate as much as possible of the remainder.
– 29 – V ALVE: H ANDBO O K FO R NEW EMP LO YEE S Each project/product group is asked to rank its own
members. (People are not asked to rank themselves, so we
split groups into parts, and then each part ranks people
other than themselves.) The ranking itself is based on the
following four metrics:
1. Skill Level/Technical Ability
How difficult and valuable are the kin...
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This document was uploaded on 03/03/2014.
- Fall '14