Bell Curve Performance : How Organizations Assess Talent

 📊 Bell Curve Performance: How Organizations Assess Talent

Many organizations use the Bell Curve to evaluate employee performance by grouping outcomes into defined categories. While simple, it strongly influences rewards, development, and decisions.

🔴 Serious Underperformance (≈10–15%)

Consistently below standards. Requires immediate coaching, reskilling, or corrective action.

🟡 Below Expectations (≈15%)

Performance gaps exist. Clear feedback and targeted improvement plans are essential.

🟢 Meets Expectations (≈50%)

The backbone of the organization. Reliable, consistent contributors who deliver as expected.

🔵 Above Expectations (≈15%)

High performers who go beyond goals. Often future leaders and key problem-solvers.

⭐ Excellent Performance (≈10%)

Top talent. Exceptional impact, innovation, and leadership. Must be retained and rewarded.

📌 Key Takeaway:

The Bell Curve is not just about ratings—it’s about developing people, aligning expectations, and driving organizational performance.

💡 The real question is not where people fall today, but how leaders help them move upward.

source : Six Sigma Manufacturing

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