Forced Ranking: Good, Bad, or Both?

Page 4 of 6 Ramachandran also provided his top ten reasons in favor of forced ranking: NUMBER 10 – Forced ranking gets the right people on the bus: The use of a forced ranking process can ensure only the right people get hired.  NUMBER 9 – Forced ranking promotes a culture based on achievement: It shows a commitment to helping those who achieve.  NUMBER 8 – ‘A’ players are talent magnets: Top performers are likely to attract other top performers to the organization. NUMBER 7 – The organization knows where the critical talent is: Companies can use this information for making good developmental decisions. NUMBER 6 – Forced ranking promotes organization candor and honesty: Employees know where they stand in the organization, and already know whether or not they are a low performer. NUMBER 5 – Forced ranking better rewards your top performers: High performers are offered greater financial incentives, special coaching, and choice of assignments.    NUMBER 4 – Forced ranking provides a clear succession planning mechanism: It identifies the best potential candidates for the succession pipeline. NUMBER 3 – Forced ranking increases the overall leadership caliber in the company: It aggressively develops top leadership talent, and in some cases, deselects others.  NUMBER 2 – Forced ranking holds the leadership to higher standards: It ensures the leadership says sharp and continues to move forward and build the company. NUMBER 1 – Forced ranking gives the organization the opportunity to be the best in class: According to author Jim Collins, “the team with the best players wins!”  << Start < Prev 1 2 3 4 5 6 Next > End >>