One of the most difficult aspects of management is determining how employees are performing, identifying areas for improvement, and communicating both the employees’ strengths and weaknesses to them without causing an undue loss of employee morale or building up unrealistic expectations. Many employees receive raises based on these evaluations, and entire careers are gauged by the way in which employees are evaluated. However, there have been many disadvantages with the traditional annual performance evaluation in which a manager speaks to a subordinate about their performance. Critics charge that the manager may not understand the intricacies of the subordinate’s behavior, and may determine (for example) that someone who seems to have a lot of extra time may be lazy as opposed to being highly efficient. In addition, performance …