Download - Top Grading Final 5 52010
TOPGRADING
Raymond
John
5322 Seminar in MGMTDR Josephine Sosa-Fey
BRADFORD
SMART
1
Bio and early history
Topgrading and Calculations
Advantages
Financial Career Cost
Coaching
Psychological stages & safe hiring practices
O
v
e
r
v
I
e
w
Bradford D Smart
Published in 2005
Accolades and Biography
Occupational Management Consultant
Brad was born in Hartford Connecticut in 1944
In 1971 Brad started Smart & Associates, Inc
International renowned management psychologist
Consultant for many Global 500 Ph.D in industrial Psychology
Topgrading
Fill every position with A -players
Don’t accept a mix of A, B and C players
Topgrading is more rigorous than upgrading
A-players
Among the top 10% available for the position
continually promotable
A-players are not
cheap
Source http://books.google.com/books?id=-7GvCtm-FrEC&printsec=frontcover&dq=Topgrading&source=bl&ots=lb9fIS4Vk3&sig=dVfdfIThiV6S3Fkus9go0zbkvQU&hl=en&ei=ZYTgS8a9MpXqM9_2vZEJ&sa=X&oi=book_result&ct=result&resnum=5&ved=0CCMQ6AEwBA#v=onepage&q&f=true
Every manager 1st priority
The average company has only about 25% hires of A- players and only promotes the same percentage.
On top of that Management consists of 25-40% A -players in management. If one were to use Topgrading techniques they would promote 90%
Topgrading not about avg % like grades
Basic answer is no.
For example if you have
A=100% B=80% C=70%
10 A 2 B 2 C average is 92 %
Topgrading is about weeding out the weak.
Management at first has to fire a lot of people so the organization can be rid of B and C-players.
Getting the best is not cheap.
What company has benefited from Topgrading?
Companies that have been known to use Topgrading
Topgrading CALCULATOR
If you’re a perfect Topgrader your success rate is 100 % one only needs to hire 1 (who will be A-player as a replacement)
Most companies have only a 25% success rate then that means one will have to hire 4 people to get one success
Result = one A-player and 3 mis-hires
Estimate current number of A-playersEstimate your hiring success rateUse Topgrading Calculator aboveThis will show you total number of people you must hire or promote in order to end up with at least a 90%
GOAL
Typical company
Topgrading
10 20 40 100 115 1400
15
30
45
60
75
90
105
10
20
40
100
90-100% success rate of Topgrading
90% success rate of TopgradingLinear (90% success rate of Topgrading)
People hired
replacements
Linear Forecasting trend
10 20 40 100 115 1400
50
100
150
200
250
300
350
400
3167
141
357
Typical company of only 25%
Typical company of only 25%Linear (Typical company of only 25%)
347-357% Diff
replacements
Topgrading Advantages
Silver bullet
Coaching others
A-team will make company competitive in today's global market
Competent workers on your side
TOPGRADING RUBRICS
How Topgrading changed a company
Beast(Dell) vs calf (Gateway)
In 1985 Ted Waitt founded Gateway.
By the early 1990’s there were rumors that he would sell the company.
The company was able to rebound by using Topgrading techniques
The Financial and Career Cost of not Topgrading
Government studies have shown the cost of mis-hiring at 2-3 times annual salary
Biggest cost is missed business opportunity
Failure to Topgrade can lead to career setbacks
Interpreting All The Data
Observe patterns Assume strengths can be
shortcomings Assume recent past
behaviors Red flags Weight the negatives Strong feelings and beliefs
Coaching 101
Counseling
Mentoring
Teaching
Confronting
The four effective steps in coaching a new hire to succeed
Topgrading interview
Conduct oral
interview
Have a coaching interview
Mid-year Career review
Seven psychological stages of change
Awareness
Rational acceptance
Emotional commitment
Program for development
Reinforcement
Monitoring progress
Conclusion
Safe hiring practices
Perform a through job analysis
Write job description with behavioral competencies
Nondiscriminatory language
Use legally sound job offers
Avoid negligent hiring and retention claims
Use safe managing and firing practices
Follow guidelines
Topgrading in the Future
Community service
Government
Finance
CEO selection by Board
Legally mandated topgrading
Education
Career planning
Future research
The End