Post a Comment Print Share on Facebook


Employees are graded, it is the team work

The Federal staff in the annual staff appraisals regularly a good figure. More than 90 percent of the administrative employees receive from their superiors, each of a good to very good rating. So, you are entitled to more pay. However, these wage increases do not come at the politicians of the SVP and the FDP. They demanded, therefore, recently, the Federal staff be the judge of that distribution corresponds to the statistical normal.

Thus, the vast majority of employees would have to be divided evenly in the categories "sufficient" and "good". A certain percentage of the employees is to be classified in this System as "insufficient", even if the benefits are absolutely well seen.

With their projects, the bourgeois politicians did in the last winter session of the Parliament.

Such forced Rankings, such as the normal distribution is also called, especially in the case of workers disliked. They are considered to be demotivating and unfair. The had to learn a few years ago about the UBS, after they had introduced an appraisal system for the employees according to fixed rates in performance categories were classified. After fierce internal criticism, the Bank moved quickly away again.


experts see normal distribution critical. Because the employees would be in Relation to others in the Team rating, "which can bind to the cooperation", says Luca Geisseler of Fehr Advice, a behavioral Economics consulting firm specializing. "When it comes to be better than the other, not more people help each other", because otherwise you're risking that the other will perform better than you yourself. Lack of co-operation was mostly for the purposes of the company. The normal distribution in practice is occurring, however, Geisseler, among other things, to the fact that the model is easy for the planning, such as bonuses or wage increases.

performance comparisons and Rankings are a common means to evaluate employees and to reward, where appropriate. Even if there are no schematic requirements or quotas, the risk exists that such systems will miss your goal, to motivate employees and promote. Jörg Neumann, Lucerne consulting office Neumann Zanetti and partners shows this on the basis of another model, the he knows from his activities. Because bonuses-pots are distributed to the individual Teams, but only those with a top rated assessment something.

"Now, individual supervisors will give all your Team a very good score, others only a few. Because the employees talk to each other, and some wonder then, why the other is much better rated than himself."

Neumann holds little of such requirements to the supervisor. Often, it is not clear what is evaluated and according to which standards. Luca Geisseler of Fehr Advice says it's a challenge, and incentive systems in such a way that they caused the behavior that you wanted. One must be aware that people acted only limited rational.

Lack of feedback culture

Whether with Ranking or without: employee evaluations are mostly based on individual goals. In the conversation between managers and employees also support measures will be discussed. HR professionals have long argued, to restrict the assessment to an annual interview. To conduct feedback and performance should be regularly and in a timely manner take place in order for the affected Person to know immediately, how you look, and your behavior if necessary can adjust, says Luca Geisseler.

This knowledge is now arrived in many companies, however, with the implementation of it hapere. It is the necessary culture of Feedback is missing. "This can also be used to introduce, especially in hierarchically structured companies." In addition, it must be clear how Feedback should be done in order for it to be accepted by all, so Geisseler.

Similar to expert Jörg Neumann sees it. The annual employee abolish talks, as some companies recently have done, he said this was critical. A waiver requires a continuous dialogue between managers and employees, otherwise you risk, if any, action is required to recognize in a timely manner. Neumann refers to the termination of the study, carried out by his company. "This has shown that much during the employment relationship is not addressed relationship and that it can, therefore, cause an escalation up to and including termination."

(editing Tamedia)

Created: 07.01.2019, 09:57 PM

Your Name
Post a Comment
Characters Left:
Your comment has been forwarded to the administrator for approval.×
Warning! Will constitute a criminal offense, illegal, threatening, offensive, insulting and swearing, derogatory, defamatory, vulgar, pornographic, indecent, personality rights, damaging or similar nature in the nature of all kinds of financial content, legal, criminal and administrative responsibility for the content of the sender member / members are belong.