Comments on: All About Forced Ranking (AKA the Dreaded Curve) http://www.successfactors.com/blogs/business-execution/all-about-forced-ranking-aka-the-dreaded-curve/ Execution is the Difference. Thu, 04 Feb 2010 07:42:47 -0800 http://wordpress.org/?v=2.8.4 hourly 1 By: CQ Reed http://www.successfactors.com/blogs/business-execution/all-about-forced-ranking-aka-the-dreaded-curve/comment-page-1/#comment-53 CQ Reed Fri, 27 Jan 2006 05:01:46 +0000 http://10.50.0.97/wordpress/workforce-performance/index.php/all-about-forced-ranking-aka-the-dreaded-curve/#comment-53 The forced ranking system assumes that the managers doing the ranking are capable of the level of performance required to effect the desired end. In the case of the City of Dallas, a Grote gem in the polisher, this is not the case. In addition, like most of what happens with this employer, the entire system is perverted by selfishness and ignorance. The Grote hybrid used at the City of Dallas is actually the greatest single debilitating morale breaker I have ever seen. It absolutely guarantees that most employees will set an "average" level of performance for a long term goal, and the suck-up system will thrive as its benefactors fiddle while Rome burns. People management is really simple and does not need the Grote's of the world. If you treat people right, they will perform. Unfortunately, the "produce nothing" management systems of large organizations can not do that. I wonder when Grote will tell the City officials that the system is self defeating and ought to only be used for 3 or 4 years? What a joke. The forced ranking system assumes that the managers doing the ranking are capable of the level of performance required to effect the desired end. In the case of the City of Dallas, a Grote gem in the polisher, this is not the case. In addition, like most of what happens with this employer, the entire system is perverted by selfishness and ignorance. The Grote hybrid used at the City of Dallas is actually the greatest single debilitating morale breaker I have ever seen. It absolutely guarantees that most employees will set an “average” level of performance for a long term goal, and the suck-up system will thrive as its benefactors fiddle while Rome burns.

People management is really simple and does not need the Grote’s of the world. If you treat people right, they will perform. Unfortunately, the “produce nothing” management systems of large organizations can not do that.

I wonder when Grote will tell the City officials that the system is self defeating and ought to only be used for 3 or 4 years?

What a joke.

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