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Tagging it #Rankandyank
Forced ranking eliminated after 20 years of visceral executive defense of a system that most tech companies abandoned 5-10 ago as a failure. Maybe the majority of employees are also right about a lot of other f---ed up Seagate policies that destroy trust and hurt company performance?
Microsoft and GE dropped this management practice
Very good article that talks about why the rank and yank management system creates a back stabbing culture and stifles innovation. This is the main reason Qualcomm lost its ways.
"Because someone would have to be ranked worst even on teams full of all-star performers, Microsoft's most talented employees refused to work together. Because employees were not judged on their own work, but on how well they did relative to their peers, they would actively seek to undermine each other."
http://www.businessinsider.com/why-yahoos-performance-review-system-landed-yahoo-in-hot-water-2016-2?ref=yfp
#rankandyank sucks
Cummins' Forced Rating and Ranking System
The system sucks. It's as simple as that and Cummins is poorly managing it on top of it. I've seen forced rating and ranking systems before, rank and yank kind of deals, all of them are bad but we are especially bad.The whole process requires you to waste time ensuring non-stakeholders are aware of your contributions to projects (OK, tell me what value this brings) if they're voting in ranking sessions. This requires your boss to fight for you and if you get a weak manager to represent you are hosed. So, good luck with that, they do not tell you that when they hire you and if your ranking is not good you will likely be laid off, happened to many at Cummins.
#rankandyank is so 1982 - most companies (eg microsoft, accenture, deloitte, etc) have discontinued it
@1pnd, let's face it - the forced ranking sessions are nothing too far away from a farce. It's a way to keep the friends and family bunch reaping the highest salaries. Somehow the company has to spread the money around. The object is to be fair, but instead, politics and favoritism comes into play
I feel your pain but please note that Accenture invented the #rankandyank system, we've done laddering for decades now and the bottom part was always in danger of being cut. It really depends on how the economy is doing too, so, when times are good we let the bottom stick around, granted they get no raises or bonuses. This pisses some of them off, so they chose to leave on their own. And when we hit a rough patch, things turn ugly and we start cutting. I remember in 2008 we've started cutting folks at the bottom of the Consistent-With band, once we were done with that, we moved to other CWs. The recession kept going and some folks in the Above group got affected. That's how it works buddy, we eat our own dog food.
Not everyone can get a super high rank due to the way the ranking system works. Remember it isn't just your boss that decides your rank. Your boss has to rank you in the same pool as a bunch of others that someone else manages. Meaning your boss has to "fight" with other managers to get you that high rank, while the other managers have to do the same for their employees. Generally if you do a good job and are good to work with, you will probably not be in the bottom 10%. However, that does not necessarily mean you will be placed at the top....As far as getting that super high rank, there is a bit of a gray area there, and I think that is what concerns most people is that there is a REAL potential there for BIAS or maybe even RANDOM scoring resulting in artificial ranks. Yes, that concern can sometimes lead to mediocrity.