We are a remote team, so metrics are very important for judging performance. Some of the most important metrics are: time online (huge one), PRs opened, PRs reviewed. There is a formal review process to give employees time to improve performance before an action is taken.
I find that even with all these formalities, actions tend to be totally up to the subjective judgment of management, just like any other company. Companies are not legally bound to abide by the rules of their own HR department -- HR is mainly there to provide an illusion of objectivity. In a conflict between leadership and rank-and-file workers, HR will always side with leadership. "Whose food I eat, his song I sing."
I find that even with all these formalities, actions tend to be totally up to the subjective judgment of management, just like any other company. Companies are not legally bound to abide by the rules of their own HR department -- HR is mainly there to provide an illusion of objectivity. In a conflict between leadership and rank-and-file workers, HR will always side with leadership. "Whose food I eat, his song I sing."