Perfecting performance managementSecret to success? Get employees involved, monitor usage and give rewardsBy Anne Charette Tyler11/18/2013|Canadian HR Reporter|Last Updated: 11/19/2013 The ultimate goal of introducing a performance management system is to improve organizational performance. That sounds good, but does it ever really happen? Or is the data that’s collected in traditional performance appraisals interpreted to enforce old opinions — not necessarily to create new ones? Are we implying that if employees are not managed, they do not perform? To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.