The Unfair Performance Evaluation Model

The Unfair Performance Evaluation Model

Is your performance review truly fair? Many employees assume their evaluations are objective, but biased and inconsistent systems can lead to unfair treatment, career setbacks, and even dismissal.

A fair performance evaluation is transparent, based on clear criteria, and considers measurable achievements. It provides constructive feedback and allows employee input, ensuring consistency and fairness.

An unfair performance evaluation, on the other hand, is biased, lacks clear standards, and can be influenced by personal opinions, vague expectations, or favouritism. This creates uncertainty, anxiety, and potential career damage.

One example of an unfair system is Forced Ranking, also known as "Rank and Yank." Originally developed by General Electric and widely used in the 1990s, this system forces managers to rank employees into performance categories—top, middle, and low. Those in the lowest category often face consequences like termination, lost bonuses, or blocked promotions.

While some argue that this model rewards top performers, it often creates a toxic work environment, discourages collaboration, and penalises capable employees due to arbitrary quotas rather than actual performance.

Despite its well-documented flaws, forced ranking is making a comeback in modern businesses, including tech companies like Meta. While not unlawful in the UK or Ireland, its use increases the risk of discrimination, unfair treatment, and wrongful dismissals.

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