​Why do so many institutions and organizations love the bell curve so much? Because, as human beings, we like to compare. It is also perhaps an easy out that seemingly benefits the entire system. Why not just create 'healthy' competition? Why not just decide 'who is better' rather than deep dive into 'are they at their best'? There must be a better way to run performance reviews...

Isn’t it simpler to be the ice-cream seller rewarding every child than the school teacher telling them right from wrong? It is an equally tough job to be a manager when it comes to judging the performance of an individual and bringing the best out of them.
In this article, we discuss the three A’s of difficult conversations, and how you can implement them in the context of performance appraisals.

It is that time of the year when, for once, you are worried more about your performance appraisal than your kid’s exams. Parent-teacher meets are more appealing than the prospect of an appraisal discussion with your boss.
But, have you ever considered why, even after all these years, appraisals remain an unpleasant experience for everyone involved? Could it be that a bit of preparation from your end could lead to a productive discussion?