The Bell Curve Method
Bell curve method,
Bell curve method is one type of scientific method for reviewing performance. It was developed by the CEO of General Electronics. Mr. Jack Welch in the 1980s. Welch's philosophy or corporate strategy is only retaining quality employees who are contributors in the organization and GE's profit. After profit and revenue goes higher than HR leaders and most top companies implement this Bell curve appraisal system. And according to the study around 70-80% Indian companies use this Bell curve method.
We can use this method for identify:
- High performance
- Average performance
- Low performance
This method is known as a Bell curve method because the shape of the graph has a Bell shape, this method developed for measure the performance of employees or team's members.
- The right side of the bell cover: 20 % of total employees live in this part of the bell curve. These are good performers.
- Middle of the Bell curve:70 % of total employees live in this part of the bell curve. These are average performers.
- The left side of the bell cover: 10 % of total employees live in this part of the bell curve. These are bed performers.
According to this scientific Bell curve most of the team members or employees in the average performers area, very low in the good and bad part of the curve.
How we can implement this scientific curve in our organization, it is so simple divide the people in as per your requirement...like
Example,
1.Above performance
- Meet expectations
- Below expectation
- Not performing
Put team members or employees in this types and learn their behavior and implement below mentioned point,
- Identify the best performers: By identifying we can appreciate their work and make long term relationships with them it's good for organizations.
- Links company's goal with the performers.
- Move average performers to top performers: provide them training, mentorship, rewards...
By implementing this all things we can improve the overall productivity of our organization.
This method also has some disadvantages like managers doing favoritism with their members. So it will become rigid. But overall it is a good tool for increasing productivity.