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Want better performance from your employees? Drop the annual review process and its ill-fitting stack-and-rank ratings approach. You're better off crowdsourcing evaluations as part of
a new approach to motivating workers.
In this edition:
State of the American workplace
Report
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of employees
21
%
Only
strongly agree their performance
is managed in a way that motivates
them to do outstanding work.
Disengaged
A big glaring reason? Performance evaluations.
Only three out of ten US workers feel
engaged by their job, according to Gallup.
The best and the rest: Revisiting the norm of normality of individual performance
Article
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Reality
Myth
“Individual performance does not
follow a normal distribution [but instead] follows a power law distribution.”
— The best and the rest
Roughly 20% of employees generate 80% of value
Reality: Power curve
Most of the criticisms of stack ranking
onto a bell curve center on the seemingly arbitrary nature of the practice.
— What Marissa Mayer got wrong (and right)
about stack ranking employees
Roughly 80% of employees generate 80% of value
Myth: Bell curve
Myth
Reality
Blame stack and rank
The annual review process at most companies force-fits employees onto
a bell curve, distorting the true shape of performance in today's corporations, in which top workers can outperform average ones by 400 percent or more.
Ahead of the curve:
The future of performance management
Article
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Replay
Real-time reviews
By ditching bureaucratic annual-review processes—along with their flawed bell-curve rating systems—companies can get better performance from employees, in part by using real-time tools to crowdsource evaluations.
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Article
Ahead of the curve: The future
of performance management
Article
The best and the rest: Revisiting the norm of normality of individual performance
Report
State of the American workplace
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