{"id":509920,"date":"2022-06-02T19:04:08","date_gmt":"2022-06-02T13:34:08","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=509920"},"modified":"2025-09-01T18:42:47","modified_gmt":"2025-09-01T13:12:47","slug":"bell-curve-appraisal","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/bell-curve-appraisal\/","title":{"rendered":"Bell curve appraisals \u2013 Good or Bad?"},"content":{"rendered":"\n<p>Bell-curve <a href=\"https:\/\/www.springworks.in\/blog\/hr-policy-setup-resource-page\/\">appraisal policy<\/a> estimate the performance of the employees based on a graph, segregating them into three major categories- top performers, average performers, and low performers. It is a traditional way that companies use to assess the performance for appraisal of their employees.<\/p>\n\n\n\n<p>However, there have been several debates around whether it is a fair way to assess the employees- <a href=\"https:\/\/medium.com\/street-science\/the-bell-curve-performance-review-system-is-actually-flawed-e10cd7cc867e\">whether putting them in a graph is fair or not.<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-full is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"1024\" src=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page.jpg\" alt=\"Bell curve apparaisal\" class=\"wp-image-509926\" style=\"width:750px;height:600px\" srcset=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page.jpg 1024w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-300x300.jpg 300w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-150x150.jpg 150w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-768x768.jpg 768w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-60x60.jpg 60w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-480x480.jpg 480w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-50x50.jpg 50w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#The_use_of_bell_curve_in_performance_appraisal\" >The use of bell curve in performance appraisal<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Disadvantages_of_the_bell_curve_in_performance_appraisal\" >Disadvantages of the bell curve in performance appraisal<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Generic_view_irrespective_of_the_department\" >Generic view irrespective of the department<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Lack_of_active_feedback\" >Lack of active feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#One-dimensional_feedback\" >One-dimensional feedback<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Too_rigid\" >Too rigid&nbsp;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Not_beneficial_for_smaller_organizations\" >Not beneficial for smaller organizations<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Loss_of_morale\" >Loss of morale<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Great_performers_remain_average\" >Great performers remain average<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Alternative_to_bell_curve_appraisal\" >Alternative to bell curve appraisal<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Ensuring_a_continuous_feedback_loop\" >Ensuring a continuous feedback loop<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Management_by_Objectives\" >Management by Objectives<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#FAQ\" >FAQ<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#How_does_the_bell_curve_work_in_performance_appraisal\" >How does the bell curve work in performance appraisal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#How_is_the_bell_curve_calculated\" >How is the bell curve calculated?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#Why_is_bell_curve_important_in_performance_appraisal\" >Why is bell curve important in performance appraisal?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#What_is_a_bell_curve_analysis\" >What is a bell curve analysis?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/#What_is_the_purpose_of_the_bell_curve\" >What is the purpose of the bell curve?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\" id=\"h-the-use-of-bell-curve-in-performance-appraisal\"><span class=\"ez-toc-section\" id=\"The_use_of_bell_curve_in_performance_appraisal\"><\/span>The use of bell curve in performance appraisal<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>A normal distribution curve is known as a bell curve considering its shape. It is an easy way for HR professionals to ensure rewards for the top performers and improvement for the average performers.<\/p>\n\n\n\n<p>For instance, if your organization follows a bell-curve performance management system, they will first see the <a href=\"https:\/\/www.springworks.in\/blog\/write-self-performance-review\/\">performance rating given to you by self<\/a> or manager review. And accordingly, they will put you on the curve based on the rating.<\/p>\n\n\n\n<p>The most generic distribution of the curve is&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>20% \u2013 High performers<\/li>\n\n\n\n<li>70% &#8211; Average\/Satisfactory performers<\/li>\n\n\n\n<li>10%\u2013 Non-performers<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Disadvantages_of_the_bell_curve_in_performance_appraisal\"><\/span>Disadvantages of the bell curve in performance appraisal<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Generic_view_irrespective_of_the_department\"><\/span><strong>Generic view irrespective of the department<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The overall performance of an employee should be measurable on an individual basis. When you compare the performance rating of the employees, you considerably remove the basic deciding factors- that is the department, the role, and the daily tasks of the employee. <\/p>\n\n\n\n<p>It is natural that if these factors are different for each employee, the expectations ought to be different. Hence, comparing that rating on an overall basis is unfair to the employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Lack_of_active_feedback\"><\/span><strong>Lack of active feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>When you rely on the bell curve for <a href=\"https:\/\/www.springworks.in\/blog\/employee-performance-review-guide\/\">performance management<\/a>, you remove the practice of active feedback. You have to ensure that the <a href=\"https:\/\/nailted.com\/blog\/guide-how-to-make-feedback-a-habit-in-your-company\/\">employees get feedback regularly<\/a> and not once a year.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"One-dimensional_feedback\"><\/span><strong>One-dimensional feedback<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A bell-curve appraisal system gives a very shallow view of the employee&#8217;s capability. Instead, <a href=\"https:\/\/superworks.com\/employee-performance-appraisal\/\" target=\"_blank\" rel=\"noreferrer noopener\">employee performance appraisal<\/a> needs to be assessed personally based on their role and factors like their team coordination, empathy, business excellence, adaptability, and more.&nbsp;<\/p>\n\n\n\n<p>A bell curve performance review does not take into account their competencies.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Too_rigid\"><\/span><strong>Too rigid&nbsp;<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>This system of ranking the employees is pretty rigid. Organizations simply use it because it is more convenient and quick. Putting them into different categories is unfair to the hard work employees are putting in every day.&nbsp;&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Not_beneficial_for_smaller_organizations\"><\/span><strong>Not beneficial for smaller organizations<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A bell curve appraisal method does not prove to be helpful for organizations with a lesser number of employees. You require more data to get the average of all the employees. Small businesses, for example, face the same challenge in other areas like marketing &#8211; strategies such as <a href=\"https:\/\/loganix.com\/small-business-seo\/\" target=\"_blank\" rel=\"noreferrer noopener\">small business SEO<\/a> need to be tailored to fit limited resources and unique goals. An ideal range of the number of employees for the bell-curve appraisal would be at least more than 150 employees.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Loss_of_morale\"><\/span><strong>Loss of morale<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>When the bell curve formula for appraisal fails to show accurate results for your employees, the lower rating might lead to a loss of morale. In addition, it might lead to hampered productivity and lowered performance. To ensure that this does not reduce the quality of work\/lead to more turnover, organizations need to ensure that they find a better alternative to performance appraisals.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Great_performers_remain_average\"><\/span><strong>Great performers remain average<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>An employee must be great in his role, but according to the curve, he will be in an average position as it considers all other employees together.<\/p>\n\n\n\n<p>This way, great performers remain average while the average performers might end up in a better position. It leads to an unfair measurement of performance, and employees might resent the functioning of the review system.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Alternative_to_bell_curve_appraisal\"><\/span>Alternative to bell curve appraisal<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ensuring_a_continuous_feedback_loop\"><\/span><strong>Ensuring a continuous feedback loop<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Every task your employee completes has room for feedback, good or bad. Ensure that your employees are not clueless for months wondering how they are performing. Hold regular 1-on-1s and <a href=\"https:\/\/www.psyft.com\/360-degree-feedback.php\" target=\"_blank\" rel=\"noreferrer noopener\">360-degree<\/a> performance reviews within the organization to keep them in sync and give them a chance to improve. How they work on improving their performance can be a great deciding factor in considering their appraisals.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Management_by_Objectives\"><\/span><strong>Management by Objectives<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>MBO is the assessment of the performance of the employees through set, quantifiable standards and values. These standards can be around business expectations, culture, engagement, and more.<\/p>\n\n\n\n<p>It is obvious that <a href=\"https:\/\/www.springworks.in\/blog\/performance-management-process\/\">performance review is a significant element<\/a> in an individual\u2019s career. Ensure that it is smooth and, more importantly, fair.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"FAQ\"><\/span>FAQ<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_does_the_bell_curve_work_in_performance_appraisal\"><\/span><strong>How does the bell curve work in performance appraisal?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The bell curve segregates employees into a bell-shaped graph having three categories: top performers, average performers, and low performers. The ones who come under the lowest category are shown <a href=\"https:\/\/www.springworks.in\/blog\/managing-poor-performance\/\">ways for improvement<\/a>, while the top performers are rewarded for their contribution.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_is_the_bell_curve_calculated\"><\/span><strong>How is the bell curve calculated?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The general form of calculation for performance appraisal through a bell curve is&nbsp;<\/p>\n\n\n\n<p>Top performers: 20%<\/p>\n\n\n\n<p>Average performers: 80%<\/p>\n\n\n\n<p>Low performers: 20%<\/p>\n\n\n\n<p>However, it varies from organization to organization.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Why_is_bell_curve_important_in_performance_appraisal\"><\/span><strong>Why is bell curve important in performance appraisal?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The <a href=\"https:\/\/hbr.org\/2022\/01\/we-need-to-let-go-of-the-bell-curve\">bell curve performance review<\/a> is a quick way to analyze the performance of the employees, even though it turns out to be often unfair. Additionally, it is a way to go for huge organizations as the process cannot be manual.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_a_bell_curve_analysis\"><\/span><strong>What is a bell curve analysis?<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>Bell curve analysis is a graph with a curve shaped like a bell. It is often used to visualize the distribution of certain values in a graph.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_the_purpose_of_the_bell_curve\"><\/span><strong>What is the purpose of the bell curve?<\/strong><strong> <\/strong><strong><\/strong><strong><\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>This concept is often used for employees\u2019 performance appraisal systems. However, debates show that results can often be unfair to a reasonable level.<\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-full\"><a href=\"https:\/\/calendly.com\/engagewith-demo\/demo?month=2023-10\"><img decoding=\"async\" width=\"600\" height=\"200\" src=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2023\/11\/engagewith-cta2-7.png\" alt=\"\" class=\"wp-image-514064\" srcset=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2023\/11\/engagewith-cta2-7.png 600w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2023\/11\/engagewith-cta2-7-300x100.png 300w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2023\/11\/engagewith-cta2-7-60x20.png 60w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2023\/11\/engagewith-cta2-7-480x160.png 480w\" sizes=\"(max-width: 600px) 100vw, 600px\" \/><\/a><\/figure>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>Bell-curve appraisal policy estimate the performance of the employees based on a graph, segregating them into three major categories- top performers, average performers, and low performers. It is a traditional way that companies use to assess the performance for appraisal of their employees. However, there have been several debates around whether it is a fair<\/p>\n","protected":false},"author":1019,"featured_media":509921,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[102661],"tags":[],"class_list":["post-509920","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-performance","disable-dropcap","disable-2-columns"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.5 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Bell curve appraisals \u2013 Good or Bad? - Springworks Blog<\/title>\n<meta name=\"description\" content=\"Bell curve appraisal is an easy way out where employees are segregated into 3 categories- top\/low\/average performers. But is it really fair?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Bell curve appraisals \u2013 Good or Bad?\" \/>\n<meta property=\"og:description\" content=\"Bell-curve appraisal policy estimate the performance of the employees based on a graph, segregating them into three major categories- top performers,\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blog.springworks.in\/bell-curve-appraisal\/\" \/>\n<meta property=\"og:site_name\" content=\"Springworks Blog\" \/>\n<meta property=\"article:published_time\" content=\"2022-06-02T13:34:08+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-09-01T13:12:47+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-5.png\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"1024\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Dhristi Shah\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:image\" content=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2022\/06\/Blog-Cover-Page-5-1.png\" \/>\n<meta name=\"twitter:creator\" content=\"@springroleinc\" \/>\n<meta name=\"twitter:site\" content=\"@springroleinc\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Dhristi Shah\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"5 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/\"},\"author\":{\"name\":\"Dhristi Shah\",\"@id\":\"https:\\\/\\\/www.blog.springworks.in\\\/#\\\/schema\\\/person\\\/9cfee82e403ec96c22cc32bfee1b9dff\"},\"headline\":\"Bell curve appraisals \u2013 Good or Bad?\",\"datePublished\":\"2022-06-02T13:34:08+00:00\",\"dateModified\":\"2025-09-01T13:12:47+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/\"},\"wordCount\":939,\"publisher\":{\"@id\":\"https:\\\/\\\/www.blog.springworks.in\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/blog.springworks.in\\\/wp-content\\\/uploads\\\/2022\\\/06\\\/Blog-Cover-Page-5.png\",\"articleSection\":[\"Employee Performance\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/\",\"url\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/\",\"name\":\"Bell curve appraisals \u2013 Good or Bad? - Springworks Blog\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.blog.springworks.in\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/blog.springworks.in\\\/bell-curve-appraisal\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/blog.springworks.in\\\/wp-content\\\/uploads\\\/2022\\\/06\\\/Blog-Cover-Page-5.png\",\"datePublished\":\"2022-06-02T13:34:08+00:00\",\"dateModified\":\"2025-09-01T13:12:47+00:00\",\"description\":\"Bell curve appraisal is an easy way out where employees are segregated into 3 categories- top\\\/low\\\/average performers. 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