How do you deal with low performers in a forced distribution system?

1 Understand the system

Before you apply the forced distribution method, you need to understand how it works and what are its benefits and drawbacks. Forced distribution is based on the assumption that employee performance follows a normal distribution curve, meaning that most employees are average, some are exceptional, and some are poor. The system requires you to rank your employees and assign them to a fixed percentage of categories, such as top 20%, middle 70%, and bottom 10%. The advantages of this method are that it can motivate high performers, eliminate bias, and align performance with organizational goals. The disadvantages are that it can create competition, resentment, and demotivation among employees, especially those in the lower categories.

2 Communicate the criteria

One of the most important steps in dealing with low performers in a forced distribution system is to communicate the criteria and expectations clearly and transparently. You need to explain to your employees how the system works, what are the performance standards and goals, and how they will be measured and evaluated. You also need to provide regular feedback and coaching to help them improve their performance and address any issues or concerns. By communicating the criteria, you can reduce the ambiguity and confusion that may arise from the forced distribution method, and help your employees understand where they stand and what they need to do to succeed.

3 Offer support and development

Another key step in dealing with low performers in a forced distribution system is to offer them support and development opportunities. You need to recognize that low performance may not always be due to lack of ability or motivation, but also to external factors, such as personal problems, organizational changes, or skill gaps. You need to show empathy and compassion to your low performers, and help them overcome their challenges and barriers. You also need to provide them with training, mentoring, or coaching to help them develop their skills and competencies, and to increase their confidence and self-esteem. By offering support and development, you can help your low performers grow and achieve their potential.

4 Consider alternatives or consequences

The final step in dealing with low performers in a forced distribution system is to consider alternatives or consequences for their performance. You need to acknowledge that not all low performers can or will improve, and that some may need to be reassigned, transferred, or terminated. You need to evaluate the situation carefully and objectively, and weigh the costs and benefits of keeping or letting go of your low performers. You also need to follow the legal and ethical guidelines of your organization, and respect the rights and dignity of your employees. By considering alternatives or consequences, you can make informed and fair decisions about the future of your low performers.