From the course: How to Give and Receive Useful Feedback Every Month

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Be wary of bell curves and forced rankings

Be wary of bell curves and forced rankings

- [Interviewer] And so then how do we deal with, I don't know, numbers, ratings, rankings, competencies, you know, raises, bonuses, like, the numbery things of it all? - [Craig] Well, I think this is where some of the performance review processes are really broken, because, like a forced ranking system as an example, right? And this is where a lot of them lose credibility, which is, well, we've got to have a certain number of stars and a certain number of average performance and a certain number of low performances. So this is where a lot of organizations are just redefining how they do performance reviews. Some of the larger, more progressive organizations are just getting rid of them altogether and moving it to a more kind of check-in type of process. Adobe, as an example, is one organization that just stopped doing them altogether. And so then I think this is an opportunity for senior leadership in an organization to start…

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