> 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.