Should I create my own rating system to help differentiate low and average performers?
In response to companywide survey, my company decided to eliminate ratings as part of the performance review process. Instead, everyone will receive a yearend performance review without the rating and get a peanut butter spread merit increase. There are some (high performers) that we can nominate for an adder, so there is somewhat of a rating system. I really feel the company is doing a disservice to the managers with their low and average performers as the incentive is now gone.
Opinion – I believe the negative survey results had a lot more to do with low merit increase that accompanied the rating, not so much the rating itself.
I appreciate any thoughts on the subject.