Employee Ranking Systems

Dead Man's Curve

By Andy Meisler - Forced ranking is a subject that makes many top managers cringe. "I believe that the reason for the great reluctance about talking about forced ranking," says Dick Grote, founder and head of Grote Consulting Corporation in Addison, Texas, "is that in our culture we have a bone-deep belief in egalitarianism. That all people are essentially the same. And one of the great advantages of forced ranking is that it requires reluctant managers to actually identify the most and the least talented members of the work group." (Added: 8-Aug-2005 Hits: 1195 )

Does Rank and Yank Work To Improve Company Productivity?

By Robert Bacal - It's an important question. We tackle whether the rank and yank techniques actually work. You may be surprised at the answer. (Added: 12-Oct-2006 Hits: 987 )

Forced Ranking - For Whom the Bell Curve Tolls

By Loren Gary - Performance appraisals used to be a way to reward employees. Now so-called forced rankings are being used to lay them off. But will you be sued if you use them? (Added: 28-Jul-2005 Hits: 1210 )

Forced Ranking and Age-Related Employment Discrimination - Human Rights Magazine, Spring 2004

By Tom Osborne and Laurie A. McCann - Comprehensive discussion of employee forced ranking systems, legal and ethical issues, and effectiveness. Highly recommended. (Added: 28-Jul-2005 Hits: 676 )

Forced Ranking: Behind the Scenes

By na - What really happens when managers sit down to rate employees against each other. An article that makes a positive case for force ranking of employees. We don't buy it. (Added: 28-Jul-2005 Hits: 789 )

How To Find, Fix Or Fire Your Poor Performers

By MERIDITH LEVINSON - Bad employees drain your IT organization and the company. Forced ranking can help you get tough-but at what cost? (Added: 28-Jul-2005 Hits: 931 )

Managing the "c" performer: an alternative to forced ranking of appraisals

By Patty Davis - When an effective performance management system is combined with a compensation management process, the results can be the same as those sought in a forced distribution system, but without the negative effects. Instead of looking for a crutch, organisations need to set clear expectations and hold managers accountable for achieving them in addition to tracking performance and providing coaching and honest feedback. By doing so, the organisation's human resources management processes will have integrity. After all, wasn't that the objective all the time? (Added: 28-Jul-2005 Hits: 625 )