mtuandrew wrote: ↑Tue Jul 28, 2020 11:24 am
Ken W2KB wrote: ↑Tue Jul 28, 2020 10:48 amAnother large one implemented a policy such that all employees who were rated by their managers in the bottom 5 percent in the annual performance rating process were terminated if they were rated in the bottom 5 percent for two years in a row. That company's philosophy was that over time overall performance by employees would trend upwards as a result.
I bet that was great for morale
It’ll be interesting to see if other trades & professions get buyout offers, and which ones.
As noted in the previous answer GE did this and Microsoft did this.
It was a complete disaster, both for morale and in terms of performance. Partly because coworkers near the bottom would start to sabotage others so that they would stay above the line.
I'm also reminded of a piece of I saw (I think in a movie) once where the example was given:
You've got 2 baseball players. One can run from Home to 1st in 9 seconds and has great form.
The other takes 11 seconds to run, but has lousy form. Who do you focus on?
The other guy suggests the faster player.
"No, you focus on the one with lousy form. The first one is probably as good as he is going to get, the second though has room for improvement."
So anyway, with buyouts, it's different. You're often trying to get rid of your most expensive people, who are generally your most senior. What their skills are... may vary.
I'm reminded of a conductor in Albany who was obviously just putting in his time. He'd be a prime candidate for a buy-out, but I suspect he finally reached retirement a decade or so ago.
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