PwC argues that traditional performance management often fails because it is infrequent, backward-looking, and disconnected from business outcomes. Effective systems shift the focus to continuous performance through regular feedback, clear expectations, and frequent manager-employee conversations tied to real work priorities. Organizations should align individual goals with business strategy, simplify rating processes, and emphasize coaching and development over evaluation. Data and technology can support real-time insights and reduce administrative burden, while differentiated rewards should recognize true performance and potential. The goal is a more agile, transparent approach that improves engagement, builds capabilities, and drives measurable business results rather than treating perf

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