Thoughts?
The vitality model of former General Electric chairman and CEO Jack Welch has been described as a "20-70-10" system. The "top 20" percent of the workforce is most productive, and 70% (the "vital 70") work adequately. The other 10% ("bottom 10") are nonproducers and should be fired.[2][3] Rank-and-yank advocates credit Welch's system with a 28-fold increase in earnings (and a 5-fold increase in revenue) at GE between 1981 and 2001.
I agree with your humble opinion, -5irx. Jack kept the stock price inflated by constantly blowing hot air at the analysts. Everyone know it wasn't possible to replace him with someone who could continue. Nobody in the world is capable of Jack Welch levels of hot air.
Welch rode the expansion wave (1981 and 2001) - his magic rank/yank system did nothing to improve things... His overconfident gambles represent the foundation of today's troubles. He's the one who f---ed up IMHO
Jack who? The answer is not who to get to work harder . Corporations blame employees for being lazy or unproductive,yet the lazy people get the same pay and benefits as the hardest employee .The real problem is greedy CFO CEO's and politicians.Go ahead n believe the lies their telling. Corporations give more money for Christmas bonuses to the top brass than your entire retirement package . Best thing to do is keep voting against your own best interest . Maybe one day they'll see how hard you've worked.
It works fine? LOL ..it’s been kicked off the Dow... stock is just flat and lost how much value in just a few years? The cash flow is ...tanked...they’re selling off everything including the emperors thong.... the pensions are underfunded...the health insurance is a complete joke...and the salaries except for CEOs are a shame... medium at best...and you think the system works fine? I suppose the statement “it works fine” is the main reason arrogance of the sinking titanic is slow and painful to watch ..
Not the best system but it works fine...
Oh please ... everyone knows the top 70 percent are the OMLP’s that can’t find their a$$ in a paper sack...they are force fed to the e-band like pet lap dogs.... the middle 20 percent do all the work... the lower 10 percent are those targeted because they either pi$$ed off someone in the OMLP, was a threat to the OMLP, or didn’t find it appealing to kiss a$$ for the OMLP, therefore k--ling drive, incentive, motivation, and innovation...the game of corrupt cards has been dealt..now it’s crashing as anyone with an original thought knew it would.... sad system...met with slow demise.... hence the term constantly used ...picking the same fish from the bottom of the bowl....
What if the bottom 10% have some diversity? Are they still valuable? Are they protected?
Everybody knows who the 10% are and saying it's 10% is being too kind. They aren't fish being tasked to climb trees. They are flat out slugs that need to be told every second what is expected of them. All they can remember to do is show up, clock in, somehow float through the day and then clock out. Ask them what they do and they will tell you how they are the hardest worker around and blame everyone else for their perceived nonproducing reputation.
Who defines "productive" workers. If you call a fish a non productive employee as it cannot climb tree, then shame on you. What the model produced is a-- kissers. The result of this flawed model is visible now. You have too many "leaders". For e.g. everyone third person is a CFO in person, CFO of $200K product line. I am strong opposer of the FMP and CAS program as these program do not produce leaders but narcissist id--ts. If it were to me, I would fire half the CASholes.