Performance management - for whom the bell curve tolls?

(7 Posts)

Performance management is a huge issue for us - managers are effectively forced to mark to fit a bell curve (though nothing is in writing) and those at the bottom may be put on formal processes. Marking comes once a quarter - and people are living in fear. Interested to know how widespread this practice is in other workplaces?

KenDoddsDadsDog Fri 10-May-13 22:37:00

We have quarterly markings but as a senior manager I definitely am not forced to mark to a curve (although it is a common rumour). I mark on performance according to objectives.
It is also the norm in a few friends' jobs.

hellohellohihi Sat 11-May-13 07:21:44

This rumor is rife at my work.

In reality managers are simply asked to use the whole range of ratings to differentiate performance across their teams, rather than being forced to give x% of each.

Some ratings are also perceived with negative connotations - ie "needs development" whereas a newcomer to a role could justifiably be put on this rating whilst they're learning the ropes. However people see this as the second from "worst".

Not sure which companies get performance management right... Not many.

Relaxedandhappyperson Sat 11-May-13 08:40:41

We're just having it inflicted on us for the first time.

It seems likely to promote the very negative behaviours it purports to disapprove of and to waste a vast amount of time which could - and in my view should - be better spent focusing on the organisational purpose.

I haven't got the time for all the nonsense, can't they let me get on with the job I'm actually paid to do??

Wuldric Sat 11-May-13 08:44:46

That is absolutely what happens in my workplace.

I have a team of 10. Our ratings work from 1-5, with one being the worst and 5 being the best. No-one can really be rated a 1, if someone is rated a 2 then formal processes are put into place. The trouble is someone has to be rated a 2.

turkeyboots Sat 11-May-13 08:55:06

We had this, it caused major distruption. They'be gone back to a suggested distribution now and stopped the forced one.

Some people clearly fell in the poor box, but to see others put in it forced into it for reasons beyond their control (bad manager not delegating was significant) was awful.

Chottie Tue 14-May-13 05:35:14

We have a similar system and it is also linked to pay rises and extra payments (so no pressure for managers!) it has only just been brought in, so it is a case of suck it and see at the moment......

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