Re: How to combat ordinal ranking of employees

[John Seddon <john@vanguardconsult.co.uk>]

The peer lists are, I assume, based on judgement rather than data. I
wouldn't bother discussing judgement, you will get nowhere.

I would suggest two things. Get any performance data you have that relates
to the individuals and put it in control charts. Address the question: is
performance governed by the system or the individual? If individuals DO
show differences in performance, ask why - go look at method.

Second, I assume that the individual performance data will be data about
activity or in any other sense may not be related to the achievement of the
purpose of the process in which they work. So next go get data about the
performance of the process in which people work. Ask is this process
stable? What is its current capability?

Then ask what have we learned about what governs performance? Should we
have a value-add ranking?

John

 
John Seddon
Vanguard
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