Is there any sound alternative for the bell curve performance appraisal and forced ranking method?
This was selected as Best Answer 360 degree feedback tools should be used for development only, not performance appraisals. Anytime there are rankings given in the performance appraisal process there is no way around a bell curve/forced ranking. Business results should dictate what the statistics should be and where the employees should fall in the bell curve. There are ways to manage the effectiveness of this, which is perhaps where the 360 degree expert comes in. Constant feedback, coaching and development are all key pieces of an effective performance management process. The performance appraisal is also a piece of it. If leaders are developing and mentoring, the forced ranking is not a surprise to employees during the appraisal part of the year. Making sure they all know where they stand on a regular basis puts the results in THEIR hands, not the manager’s. Hope that’s helpful.
