David Rock and Beth Jones, Harvard Business Review, September 8, 2015

A few years ago, companies began experimenting with removing ratings from their performance management systems. They stopped giving people a one-to-five rating or evaluating employees on a “performance curve,” also known as the “forced ranking” approach. By early 2015, around 30 large companies, representing over 1.5 million employees, were no longer defining performance by a single number, but rather emphasizing ongoing, quality conversations between managers and their teams. This article’s authors began studying the trend and have already seen four, clear reasons it’s gaining momentum. […read more]