Are there guidelines as to when the bell curve should be applied, and to what extent? Do all associates who are measured this way need to be performing the same or very similar duties, so they can be benchmarked appropriately?

Mark's picture
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This is not so much an individual management question as it is one of organizational policy.

Were I a manager that did not HAVE to, I would NOT use the Bell Curve, for reasons I've alluded to before: the sample size is too small.

Nor would I recommend it in its most pure form.