Forced ranking of employees is a foolish approach - Turning Managers into Leaders
4 thoughts on “Forced ranking of employees is a foolish approach”
The “forced ranking” is a very foolish concept, as different people bring different things to the work place. Often time the effective workers, the ones who really are good at what they do and get the work done, score lower on the bell. But the people pleasers, the people who tell management what they want to hear, instead of the truth rank high on the bell curve. It may be because of their physical appearance, who they are connected to or because they fit the “image” management is looking for. My experience is often time those with high rankings are not effective job performers. (that may say something about management)
In order for the “forced ranking” to be effective, all of the employees would have to be from the same cookie cutter mold. My experience shows true success comes from having a variety of employees who all bring different strengths to the workplace.
You make very valid points Mary!
Agree the workplace ranking on bell curve and assigning employees a rating number and having their place on that scale determine amount of raise or bonus and also having an overall adjustment of the rankings to force a fit on the bell curve is damaging in the workplace. Backstabbing/being petty about other employees to supervisors that do the rankings gets rewarded and encourages bad behavior. Morale is negatively effected in a big way. thanks for stating this in a public forum-hope the message is heard and acted on to improve the work place in large corporations.
Thanks for sharing Deana. I of course agree with your assessment, but of course, many large corporations still employ this practice, one who time I think has come and gone.
Forced ranking of employees is a foolish approach - Turning Managers into Leaders
4 thoughts on “Forced ranking of employees is a foolish approach”
The “forced ranking” is a very foolish concept, as different people bring different things to the work place. Often time the effective workers, the ones who really are good at what they do and get the work done, score lower on the bell. But the people pleasers, the people who tell management what they want to hear, instead of the truth rank high on the bell curve. It may be because of their physical appearance, who they are connected to or because they fit the “image” management is looking for. My experience is often time those with high rankings are not effective job performers. (that may say something about management)
In order for the “forced ranking” to be effective, all of the employees would have to be from the same cookie cutter mold. M
y experience shows true success comes from having a variety of employees who all bring different strengths to the workplace.
You make very valid points Mary!
Agree the workplace ranking on bell curve and assigning employees a rating number and having their place on that scale determine amount of raise or bonus and also having an overall adjustment of the rankings to force a fit on the bell curve is damaging in the workplace. Backstabbing/being petty about other employees to supervisors that do the rankings gets rewarded and encourages bad behavior. Morale is negatively effected in a big way. thanks for stating this in a public forum-hope the message is heard and acted on to improve the work place in large corporations.
Thanks for sharing Deana. I of course agree with your assessment, but of course, many large corporations still employ this practice, one who time I think has come and gone.