Rank and yank – where the lowest-performing employees exit the business – may be a wake-up call to coasters, but downsides abound. On the other hand, giving managers free rein on ratings is rarely ‘fair’ either. Perhaps it’s time to focus less on the system and more on performance conversations that motivate.
Read Sebastian Bailey’s (co-founder and president of Mind Gym) article in full in Talent Management.
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