https://www.betterworks.com/magazine/never-grade-on-a-curve/ HR software to align and develop your workforce Fri, 16 Dec 2022 17:37:28 +0000 hourly 1 https://wordpress.org/?v=6.7.1 https://www.betterworks.com/magazine/never-grade-on-a-curve/#comment-7 Tue, 22 Mar 2016 07:29:00 +0000 https://betterworks.wpengine.com/?p=416#comment-7 The main issue is how to explain this to old top management?

]]> https://www.betterworks.com/magazine/never-grade-on-a-curve/#comment-6 Wed, 03 Feb 2016 23:24:00 +0000 https://betterworks.wpengine.com/?p=416#comment-6 The main problem with forced distribution is the oftentimes faulty assumption that the criteria used to measure high-mid- and low performers is objective and specific to the individual jobs. In our group of 8, personnel were ranked on how well they knew our supervisor and how well he understand how they did their jobs.
Since he came from our sister site, he knew the people and methods there more than he did at my site. Therefore, the behaviors and methods of the Sister Site were the Standards by which he measured both sites and the fleet personnel on his team! Even though, it has been pointed out, that one of their methods is out of compliance with federal law.
Of course, the people at my site were rated the lowest, and those at SS were rated the highest.
Our team has now shrunk from 8 to 4, with others actively seeking positions outside of our group.

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