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Performance Management (PM) began informally around World War 1. By the late-1950s, many companies adopted formal, personality-based PM practices without a self-appraisal component. Complaints arose about their effectiveness. Fast-forward to today. Most organizations are using a PM strategy intended to drive the right behaviors toward a specific outcome, but 80% believe it’s not delivering. Is your PM maximizing or hurting your employees’ productivity? It’s time to examine the good, bad, and ugly of PM, plus improvement strategies you can use now. The experts speak. Dr. Steven Hunt, Succes
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