All of the following are benefits of ranking employees, EXCEPT?

Some ranking systems can be useful for supporting decisions about how to distribute pay raises or layoffs.

Some can leave the basis for ranking open to interpretation, in which case they may not be helpful for employee development and may hurt morale or even result in legal challenges.

Some ranking systems are easy to use, which makes them acceptable to the managers who use them.

It counteracts the tendency to avoid controversy by rating everyone favourably or near the centre of the scale.

If some managers tend to evaluate behaviour more strictly $($or more leniently$)$ than others, a ranking system can erase that tendency from performance scores.