Can someone explain how the stack ranking process worked as part of the year end review process. Did each manager have to rank someone on the bottom and are those people being laid off?
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Depends on the group. On my team spreading the scores out was encouraged for sure but not forced. However, we were then told last week that nobody under “meets” will be getting any kind of raise this year.
They were forced to give some a 2 ratings even if it was a very strong team and no one underperforming. Anyone rated a 2 is likely to be laid off. People may be selected to be laid off and given a 2 rating even if they are a good performer. They may just be more experienced (and therefore more highly compensated) or be located outside of a hub, both of which make an employee more of a target.
Depending on how you documented your justification, might have determined some calibration discussions higher up the chain. For instance they might have had to calibrate a few slots up or down and if one of your people were on the cusp, depending what you wrote down might move them into the next bucket.
That sounds like stack ranking to me. “After having ranked your 2s, which is the lowest 2”, I don’t know how else you interpret that.
The question I was ask was of your 3s which one is higher, of your 2s which one is higher that’s ranking my team
That's not stack ranking though. That's justifying your ratings. Stack ranking is person 1 is #4, person 2 is #8, person 3 is #7, etc.
Stack ranking did occur. In situations where I had 2 with the same rating I was ask to provide documentation as to which one was higher of the two
Stack ranking didn't occur. What you might be thinking of is the bell curve for ratings.
@psc. How does it work if you have a team that everyone deserves at least a 3 rating? They pick out names from a hat and reduce to a 2?
will they get rid of some people in each group, like one or two to meet the layoff numbers they are targeting?
No. Each manager ranked people as normal. Then one or two layers above would monitor the bell curve and ask their managers to review their ratings and adjust as needed. If the curve doesn’t move, then they push them to ‘really review’ the ratings. Then finally come the calibration meetings, which have been happening over the last couple weeks and will continue to mid December.