Performance management is one of the most important parts of a supervisor's job, but arguably, it gets less attention than most other duties. Supervisors often do not draw clear distinctions between employees. To solve this problem, some organizations use a forced distribution model, where some employees have to fall into each quartile in an overall departmental ranking.
Do you think a forced distribution model is an effective tool to force supervisors to differentiate between employees?
What other options might work? Support your response with an example.
I think that a forced distribution model is an effective tool to force supervisors to differentiate between employees, largely due to the fact that this model helps the supervisor to allocate the granding of employees in a manner that ...