The smallest percentage for "needs improvement" ratings I was expected to hit was 5%, the largest was 15%.
How do you do that if you're managing a team of 5?
Any manager with an employee who had two connective needs improvement ratings was themselves given a needs improvement.
Makes sense to me. A manager's #1 job should be to ensure that the people who report to them are able to work to the full extent of their capabilities; if you're not assisting employees who need improvement, you have no business being a manager.
> How do you do that if you're managing a team of 5?
Law of large numbers at higher org levels, not individual teams. No one is hitting a specific 5% or 20% on a single team. Even at a sr manager scope with 25-50 people it's not going to be exact. But at a Director or VP, with 300-3,000, then you can see the performance target values come in to focus. Regardless theyre all targets and exceptions, with lots of explanation, do happen for good and ill.
How do you do that if you're managing a team of 5?
Any manager with an employee who had two connective needs improvement ratings was themselves given a needs improvement.
Makes sense to me. A manager's #1 job should be to ensure that the people who report to them are able to work to the full extent of their capabilities; if you're not assisting employees who need improvement, you have no business being a manager.