I doubt there are any lovers of stack ranking out there. Wow, I left this one, figuring by now someone may have a better idea that I did and I was really looking forward to reading that response. I am very curious to know from experienced leaders how they tackled the negative side-effects of stack-ranking and managed to keep employee morale from sinking like a stone? Sure, I can vibe well with a number of employees but at the end of the day, I'm not the guy deciding their paycheck. Then A4's position within A's team is determined, subject to how A1, A2, A3 fared when compared across their peers in teams B, C and D. This would ensure a range of scores - ranging from 30/100 to 90/100 maybe.Īnother idea I can think of is instead of a relatively rating A's reportees A1, A2, A3 and A4 (where A1 is an experienced member and A4 is a relatively new member), we compare A4 with B4, C4 and D4(all are similarly experienced) while A1 is compared with B1, C1 and D1 (all similarly experienced). Volunteering/Evangelism/Hackathons/Public Speaking.
To ensure that the very best get top rating, I am thinking the only way to eliminate subjective and non-tangible factors is to have a well-defined scoring system that gives us reasonable basis as to why John Smith is ranked ahead of Jack Doe.įor example, each employee's score will be cumulative based on: This means out of the 30 people, maybe 5-6 people will rank top of the stack while the rest will receive very average reviews. The unfortunate thing is we have the Stack Ranking system. I definitely plan to spend invest time guiding every single member of the team and take them to the next level. I am a very people-centered manager with great mentoring skills, zero-tolerance for politics and excited about the opportunity. We might hire more folks so I might end up having 40 folks under me. So essentially I oversee 30 people and will be responsible for their annual performance review. I have 5 people under me, each of whom have 6 people under them. In my new assignment, I am a technical manager for a large team. I am a lead programmer and moved jobs recently.
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