Rank and yank is back. Meta expects managers to grade 15-20% of employees as "below expectations." People who did fine the last few years.

Forced ranking performance management creates internal competition, undermines collaboration, and fails at its most basic job: helping people get better at their work.

Research on GE and Microsoft doing the same in the ‘90’s and ‘00’s showed the shift to internal competition and increased turnover in top talent — aka Microsoft’s “lost decade.”

There are better ways. I interviewed Ashely Goodall who overhauled Deloitte and Cisco’s approach — separating comp from development, and focusing on (gasp) weekly 1:1s to develop people.