Saya nak mencarut lagi ni.
Many have complained to me, “Aunty, my boss asked me to adjust my appraisal score to fit in to the bell curve.”
I was like, “Huh?!”
You mean the curve that assumes:
🔻 10% underperformers
âž– 80% average
🔺 10% high performers
If 95 out of 100 employees scored above 90%, what’s wrong with that?
Company allergic to excellence, is it?!
The bell curve is meant to guide trends. It is a statistical observation.
That’s about it.
If we already agreed on SMART goals, then rate me based on that.
Don’t suddenly ask me to downgrade my score to just fit your “bell curve”.
That’s not fair.
It makes me wonder… the company is managing performance or managing symmetry ni?!?
Just because your team’s performance doesn’t fit the bell curve, doesn’t mean the system is broken.
Maybe your team is just that good!
Think about it again.
Happy weekend everybody! Christmas is here, bringing good cheer to young and old, meek and the bold, ding, dong, ding, dong, that is their song… (geddit, geddit? 🔔🤣🔔😂)
xoxoxo
