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Dovernet Intro

Dovernet, a Vancouver-based tech company, employs stringent performance measurement systems like their competitor Zynga to create performance pressure and motivate workers. This includes quarterly reviews that rank employees and reward or terminate underperformers. While these systems aim to foster a competitive culture, the document discusses challenges they present for evaluating employees with unique circumstances and the tension they create between honest feedback and fear of repercussions.

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parri
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154 views

Dovernet Intro

Dovernet, a Vancouver-based tech company, employs stringent performance measurement systems like their competitor Zynga to create performance pressure and motivate workers. This includes quarterly reviews that rank employees and reward or terminate underperformers. While these systems aim to foster a competitive culture, the document discusses challenges they present for evaluating employees with unique circumstances and the tension they create between honest feedback and fear of repercussions.

Uploaded by

parri
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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The opening lines of the case begin with the disadvantageous aspects of the tough culture

of a young and effective competitor of Dovernet, a Vancouver-based provider of enterprise


communications and social-networking technologies called Zynga. It methodically describes
and shows the effects of employing stringent performance measurement systems so that
performance pressure could be created, worker’s achievements could be motivated, and
the firm’s competitive culture could be further honed. Dovernet has also employed the
same performance measurement aspects.
The founder and CEO of Dovernet, Param Venkatesan sees performance measurement
systems essential for allowing the competitive, innovative work force required for Dovernet
to win in the very competitive industry. And he firmly believes in encouraging stretch goals
and individual accountability. This company at hand uses quarterly top-lower reviews, stack
ranking and also bottom-up reviews to reward top high achievers and terminate the ones on
notice due to underperformance in Dovernet’s terms. The case reveals to consider the
benefits and challenges of various performance evaluation techniques and their implications
for any firm's performance, culture, and worker morale. Associated with this methodology
are many practical challenges such as a manager who has been assigned with interpreting
and acting on the negative reviews given to two employees with unique personal
circumstances or an employee who has to conduct a bottom-up review struggling to balance
honesty and also deep inside afraid of the repercussions of giving a feedback to his manager
that is not so perfect.

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