Question:
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.