Recognise This! – You have many options instead of forced ranking for effective performance management.
Yesterday, I shared my opinion on forced ranking as a performance management tool (it should die) along with a true story of the real damage force ranking does when applied.
Today, I’m pointing you to the wisdom of some of my favourite bloggers on forced ranking in particular and performance management more generally. In no particular order (all are brilliant):
From John Hollon on TLNT: “Forced Ranking: Good Management, or Just a Flawed and Arbitrary System?”
As John says: “it’s an arbitrary, formula-heavy performance system that’s obsessed with cutting people down instead of helping to build them up.” Be sure to read his full list of reasons why forced ranking systems should be kicked to the kerb.
From Frank Roche and the KnowHR blog: “10 Questions About Your Performance Reviews”
As you work your way through yet another annual performance review process, perhaps these 10 questions from Frank Roche can help you evaluate just how successful your process truly is.
Bob tries to help find an answer to the “what should we do instead?” question. Be sure to read through the comments for brilliant ideas from Bob’s loyal readers.
From Dan McCarthy’s Great Leadership blog: “A Performance Management Model”
What’s your performance management model – Vacation, Avoiding, Nagging, or actually Managing? Dan’s simple but highly illustrative chart/model will help you figure that out.
How did your performance management process go this year? What would you do differently?
