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The key factor you can use to make employees miserable on the job is to simply keep them from making progress in meaningful work.
If I were to command a general to turn into a seagull, and if the general did not obey, that would not be the general's fault. It would be mine.
Good execution of performance appraisal is not the solution. More people are realizing that improving how performance appraisal are done is an attempt to do the wrong thing better. If you insist on doing the wrong thing, I suppose you might as well do it better but how about just not doing the wrong thing at all?
