Performance management is one of the most important and potentially impactful talent management processes that organizations can use. Yet as it is currently designed and executed by most organizations, it is the most unpopular talent management process that organizations engage in. For decades, both appraisers and appraisees have voiced their unhappiness and have resisted and complained about performance appraisal programs that require annual performance evaluations and ratings.

It is easy to understand why traditional performance appraisals are disliked by both appraisers and appraisees. For decades they have been an annual activity that results in grades or ratings being given to each employee and an often uncomfortable ...

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