This is good to see. The whole premise of stack ranking is fundamentally flawed.<p>Clearly there is a curve that when applied to an entire population shows that there are under-performers. So far, so good, however, the problem is that stack ranking isn't applied to the entire population since it's impossible to normalize the performance of each individual. Instead, companies that stack rank do it on a team-by-team basis, which is a statistically inaccurate sample of the population where there can be a lot of skew.<p>Since it's up to the manager to rank their employees, this causes a lot of problems. This is particularly a problem if the manager sucks at hiring, or over hires for their team, and there is a lot of chaff. There is a massive incentive to do this, because the more employees a manager has, the more corresponding perceived worth in the organization they'll have. Plus, if it comes time to cull, it's really easy to shield the favourite employees, even if they have performed poorly, without disrupting the organization.<p>On the flip side, if you're really, really careful about who you bring on board, your team is in a weaker position because there is no one to terminate. This means you get rid of good performers based on bullshit metrics. I saw this happen at a largish virtualization company where one of the best employees on our team was let go because he had some minor HR-ish type issue. This caused a big percentage of the team to be demoralized and ultimately leave.