Dick Grote [Archive.org URL]

A key myth of performance management is that the objective of the performance-appraisal discussion is to gain the employee’s agreement. It’s not. If the manager has applied tough-minded, demanding standards, it’s unlikely that the individual will agree. That’s OK—the objective of the meeting is not to gain agreement. The tougher the manager’s standards, the less likely it is that agreement will occur. The objective of the performance-appraisal discussion is to get the individual to understand the reason his performance was rated the way it was, not to gain his agreement on the accuracy of that rating.

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