Thread regarding Wells Fargo & Co. layoffs

That is why you have a badge. If you don’t click in that is your fault

I like the term "Rank and Yank" better than stack ranking. Here is a little AI (gemini) for us.

Rank and Yank: A Jack Welch Legacy
Rank and yank, also known as forced ranking or stack ranking, is a performance management system where employees are ranked against each other, often on a bell curve distribution. The top performers are rewarded, while those at the bottom are typically terminated or reassigned.  

This practice was popularized by Jack Welch during his tenure as CEO of General Electric (GE). The intention was to create a high-performance culture by identifying and rewarding top performers while eliminating underperformers.  

Key aspects of rank and yank:
Forced distribution: Employees are ranked on a predetermined curve, often with a small percentage of top performers, a larger middle group, and a small bottom group.  
Performance differentiation: Clear distinctions are made between high, medium, and low performers.  
Consequences: Top performers receive rewards like bonuses, promotions, or increased responsibilities. Bottom performers may face termination, demotion, or reassignment.
Criticisms and Decline
While rank and yank was once seen as a revolutionary approach, it has faced increasing criticism over the years. Critics argue that it:

Demoralizes employees: Creates a competitive and cutthroat environment.  
Hinders collaboration: Encourages employees to compete rather than cooperate.  
Leads to inaccurate evaluations: Forces managers to rank employees artificially.
Ignores external factors: Doesn't account for differences in roles, departments, or economic conditions.
Due to these criticisms and evolving management philosophies, many companies have abandoned rank and yank in favor of more holistic performance management systems.  

If five other people are ar-e holes, then maybe, just maybe, I’m the ar-e hole!

Make a point every day to go say hi to each and every member of your team. Problem solved

There’s always a tattle tale (aka mgr brown noser) on the team!

This place has completely Fd ideas of what's important and it starts at the top. Shart has completely failed, it's time for him to retire. He was brought in to carry out a massive downsizing campaign, that much is obvious, but he was not brought here to destroy what will remain with his merciless campaign to tank morale and a complete lack of vision. He's a failed executive, and expensive as heck to boot. In the end he'll get paid probably $150M, and for what, exactly? Listening to the overpriced consultants, then turning around and yelling the OC 'yeah, do that'. He's a joke.

Is "being seen' one of your goals? Serious question.

"People" are p*ssed you feel entitled and are squatting in closed office all day while they are sitting in open cubes.

You got the Jack Welch sc--w over. The stacked rating system which forces you in competition with your peers. Someone had to be knocked down to inconsistently meets. Tag you are it. That’s why the BS excuse of not being seen. They had to come up with something to ding you on.

I don’t know a single manager who likes this system. It forces managers to underrate employees. They can submit everyone as at least meets, but up 1 to 2 levels they will come back to your manager and tell them to berate someone lower.

My Team is all over the place. Like 90% + everyone is on MS TEAMS daily. So the issue is on meeting expectations for RTO. I'm meeting it so why get a bad rap for it is my deal.

So, you go into the office, but don't sit near your team? Then your manager is accurate in that nobody sees you?