Ever since Deloitte announced their revival of better performance management, the subject as a whole has been under fire. People hate performance reviews, but they need the ratings. The ratings aren’t accurate, but they need to promote. The people they promote aren’t qualified, so you end up hiring new people anyway. The truth is, the poor cycle of performance management blunders can be solved with a simple word: data. Now, you probably already use data, in fact, I know you do. Between your applicant tracking system, your talent management, and even your performance management, it’s a vital part of your organization. However, when you look at the information… how accurate is your performance management data? It’s not.