Can we expect stack ranking to be a year-end annual review process only? Or, will they stack rank during the mid-year process as well? Can we expect employees that are ranked below expectations to be laid off as a result of annual reviews and then, mid-year reviews thereafter? Thanks appreciate the insight.
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I think some managers will rate people low and recommend for lay-off so that they look like they are capable of “managing” and making the “tough” decisions. These managers are trying to save themselves by following the CEO’s marching orders.
The reviews are designed to increase attrition.
This will be an unpopular comment and at the end of day not everyone is performing. My personal opinion is this is to make sure anyone who is a “leader” or “manager” cannot avoid conversations they don’t want to have... which is make sure under performance is called out
I have a team of 8 and everyone is performing. I did not give a non-performing rating and was not asked to. I did get a lot of follow-up questions on my documentation/reviews, but was always able to provide enough evidence to answer the questions and keep the ratings I assigned.
What if everyone on a team is a good performer? Will someone be forced to be ranked a 2 even if not deserved? This is what seems to be happening. What is the likelihood of being laid off if rated a 2? Is it close to 100% that anyone rated 1 or 2 will be laid off? If that is the case, then the next review period, they will have to give 2 ratings to even more good performers since only good performers will be left. How does this improve the bank? Doesn’t it just negatively impact morale?
Yes, I am the manager. We are under tremendous pressure to give forced ranking!
Op here- were you forced to put someone in the 10% lay-off bucket even if their performance didn’t warrant it? Thanks
Yes, exact same process for mid-years. I’m a manager who actually was just jammed into forced distributions for both mid-year and year-ends, actually.