Cisco has decided to junk the practice of bell curve methodology to evaluate employees and replace it with a new feedback mechanism for teamwork and collaboration.
Most of the Companies were finding that their performance management system was not serving well. From the employee perspective, it’s the most hated process with even leaders feeling that they are not getting what they want from the system.
Cisco is only the latest in a lengthening line of global companies that have begun to feel that the bell curve - which forces managers to grade some subordinates as poor performers and give top ranks to a few - harms more than benefiting companies.
Infosys too is stopping the practice of force-fitting employees in different performance buckets, giving managers a greater flexibility to assess their subordinates. But Infosys will retain ratings.
Cisco now expects its managers to have four informal discussions with each subordinate through the year.
