Balancing Team Success and Individual Growth

As the saying goes, “you are only as good as your TEAM! ”

People rarely succeed without the support of their team. But then why are there individual KPIs and performance assessments? Isn't it better to have team KPIs and evaluations where the score is equally distributed? Well, most of us will agree that we need to evaluate performance at individual levels for improvement. So, what's the deal with 'performance normalization', the much-hyped HR thing where you get pulled down to the team's 'bell curve' no matter how high you score? Never heard of normalising where low scores are raised to match a bell curve? This essentially mean that employees are evaluated based on their contribution 'relative' to others, not based on their actual performance. As a result of such performance normalization, many employees feel disengaged for not being rated as they perceive they should be. Does this normalization process achieve the original goal of enhancing performance and motivating employees? Is this incredible amount of administrative overload worth the effort?

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