This will be especially helpful when communicating results to employees as well as superiors. This means having some good reference material about what each team member’s job description or role entails. One key to ensuring that you are getting an accurate representation of your team and the rank each member assumes is by including the critical data elements by which you will evaluate them. Nevertheless, the stack ranking system, when used effectively can provide great insight into the performance of your team and can highlight important focus areas for enablement and development. And I must admit the arguments against are valid. Some have argued that there are many problems with the stack ranking system. The issue that many managers face when it comes to stack ranking is that even if you have a solid team of super hero performers, someone will be on the bottom of the list. Especially when you consider the fact that many companies use this tool as a way to identify and carry out targeted reductions in force. Stack Ranking the members of your team can be a loathsome task. Unlike a standard performance rating, a ranking implies that no two employees should have the same assigned rank and that when you’re finished, someone will be number one and someone will be on the bottom of the pile. Stack Ranking as the name implies is the process of stacking things or people up and applying a 1 to n rating to each. If you enjoy our content, please follow ManageBetter’s LinkedIn page. Thank you for reading, from Team ManageBetter. It will be up to you to decide who ranks higher or lower. In these cases, the employees will be given the same rank. There may be times when two or more employees achieve exactly the same total weighted score (Column L). Despite his good performance in other areas, his poor performance in the most important criteria (efficiency) made him rank lower. But once the weight of each criteria was accounted for, Archie actually ended up ranking last. In the example, Archie appeared to be number 2 in the rank based on initial scores. TakeawaysĪs we can see above, stack ranking gives a clear and data-driven look at the performance of employees. Our rank shows that Brina is the top performer, then Chris, Diana, and Archie. This will rank your employees in order from top performer to worst performer. Lastly, go to the Data tab at the top and sort your data according to column M ‘Rank’ from lowest to highest. Be sure to hit F4 so the range becomes an absolute reference for all of the following rank function equations. The first input in the equation is the employee’s weighted total score (元) and the second input is the range of all employee weighted total scores ($L$3:$L$6). Simply use the equation =RANK.EQ(元,$L$3:$L$6) in cell M3 Now we can use Excel’s Rank function to rank the list of employees based on their weighted score totals. The sum total of the criteria scores for Archie is =SUM(H3:J3). That is his original efficiency score times the weight of efficiency (10) divided by the maximum potential weight (10).Īrchie’s Attendance is calculated with =((C3*5)/10), and finally, speed is calculated with =((D3*3)/10). Here, the equation for Archie’s weighted efficiency is =((B4*10)/10). In the Excel template, a weighted item is denoted by an * asterisk. Now we need to calculate weighted scores for the criteria and total score. Step 6 - Calculate weighted criteria scores and total scores Simply remember to score them on the same scale. Note that multiple criteria can have the same level of importance. In the example, speed is least important, attendance is moderately important, and efficiency is highly important. Score each criteria on a scale of importance. That is why we need to determine the weight that each criteria holds when calculating total score. Some performance criteria are going to be more important to employee success than others. This is the list you will want to rank based on performance variables. In the first column, list out your employees by name, employee ID or other identifier. Guide for stack ranking template Step 1 - List employees This will allow you to assign more weight to more important criteria. Think about your performance criteria and how they relate in importance. Stack ranking assumes that certain criteria are more important than others. Whether you score out of 100 or 10 (or some other range) is up to you and your system. You must be able to give a numerical rating to each performance criteria. What items are you using to measure employee performance? Is it their attendance level, number of projects completed, ability to work quickly? Here is a checklist of the information and values you will need to use the stack ranking template.
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