The performance system is poor. It tries to limit the number of people getting good or great reviews to a prescribed number. I disagree and fought for my employees. If they did a great job they did a great job and should be recognized and rewarded. We did 4 reviews each year after the objectives were set. The first took a pulse on how things were going. The second the employee gave on him or herself. They had to back up their review with detals, not generalities. The 3rd was a are you going to make it. If not, what can be done to at least get close. I didn’t want the person to not try and abandon an objective. By the final review things were sold. We actually knew where things stood after the 3rd. All along, there were updates on progress outside the reviews. I was engaged and wanted each person to succeed. If thet succeeded I succeeded. They always got better reviews than I did. My boss in turn did none of the things I did and had no concrete examples to back up whatever he wrote about me. It sucked, but that’s life. It didn’t change how I treated my people. And the review always ended with what else would you like to do, what job do you aspire to and how can we get you there.To me, that is what a review is about.