> For example, I once rated all my employees as “superior,” and for good reason: They were the most productive team in the plant. > HR kicked my evaluations ba

> For example, I once rated all my employees as “superior,” and for good reason: They were the most productive team in the plant. > HR kicked my evaluations back and said I needed to distribute my evaluations more “fairly.” > “Fairly,” of course, meant “bell curve.” > That caused a few outstanding employees to be undervalued and, as a result, under-rewarded. So instead of bell curve, they should be using power law distribution.