How ranking grades standardise performance (Jenny)

How does ranking grade logic standardise performance reviews across a hyper-growth company? When you scale fast, subjective manager ratings create massive promotion inconsistencies. Take two identical mid-level engineers. The easy manager gives their engineer a top rating, while the strict manager gives theirs an average score.

To fix this, performance is calculated out of 100 using multiple weighted data points, generating a composite score. For the strict manager's engineer, it takes their average baseline rating and adds objective metrics like OKR completion and core values alignment to push their final number up.

But what if the easy manager just artificially inflates these raw inputs for their entire team? That is when the system normalises the data. It stack ranks every score in the department from highest to lowest and forces them into a predefined target distribution. Only the mathematical top 2% can qualify as exceptional, overriding individual grade inflation.

So, what happens to those two engineers? The strict manager's top performer ascends into the exceptional bracket, while the easy grader's average engineer is corrected back to the middle.