Stack ranking keeps the 'valuable employees' in focus, Bell Curve forces managers to be realistic in rating performance. These are good tools but are too hard to use, and their use ends up creating more harm than good. So how do you deal with them?
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Stack ranking keeps the 'valuable employees' in focus, Bell Curve forces managers to be realistic in rating performance. These are good tools but are too hard to use, and their use ends up creating more harm than good. So how do you deal with them?
