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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\u2019s not delivering. Is your PM maximizing or hurting your employees\u2019 productivity? It\u2019s time to examine the good, bad, and ugly of PM, plus improvement strategies you can use now. The experts speak. Dr. Steven Hunt, SuccessFactors: \u201cSweeping generalizations about certain performance management methods being universally good or bad are almost always wrong.\u201d Josh Bersin, Bersin by Deloitte: \u201cTraditional performance appraisals are dinosaurs.\u201d Pam Seplow, SAP: \u201cGood judgment comes from experience, experience comes from bad judgment\u201d (Will Rodgers). Join us for Performance Management: Are Today\u2019s Practices Working?