Year end performance - rating on bell curve.
This is this time of the year again - rating on the bell curve. I am really proud of my team - great engagement, exceeding many metrics in the organization, yet because of the bell curve I am forced to give them lower ratings than their actual performance. Where is the incentive to do better? Are there more progressive companies out there that have better rating systems?
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Has anyone successfully landed a job out of state?
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I facilitated an Imposter Syndrome session yesterday and shared these 5 types.
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Looking for some advice.
How do you deal with the catty "doubting Thomas" coworker?
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Does anyone know of any places in MD/VA that are hiring for admin roles?
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Good Morning everyone,
I need advice on an ongoing situation at my job which seems to be getting worse. Background: I am a 67 year old female working part time (30 hours) at a restaurant/gift shop. Been there 4 years.
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Anonymous
Not everyone is actually amazing… I know you feel like they are all high performers but are they actually? The bar is higher…
Anonymous
The bell curve is where the majority of the employees are in the middle and around 8-10% are "forced" below, only 3-4 % can receive the highest rating. I have been developing my team, they all get better every year, yet they stuck in that middle. Including myself - several years in the row I am told "great job", very successful year, yet I don't move. I am losing motivation.
Kat
Maybe it's designed to keep you (and others) in their places so they don't have to give too many promotions or raises. It might be time to consider moving to a different company since promotion opportunities seem limited in many ways.