It gets worse than that: You can possibly get rewarded based on your manager's goals, or maybe your skip level's, but that doesn't necessarily have to line up all that well with more serious business goals. I am sure I am not the only one that had to help initiatives that I thought would be, at best, just wasteful to the business, or that we could get 80% of the value with 20% of the efforts. But it's ultimately about the person who writes the review.

This gets us to the rule number one of being successful at a job: Make sure your manager likes you. Get 8 layers of people whose priority is just to be sure their manager likes them, and what is getting done is very unlikely to have much to do with shareholder value, customer happiness, or anything like that.