This is surely where SMART goal-setting makes sense. As a way to control subjective judgments. It is old practice, but widely and effectively used. (S = Spec

This is surely where SMART goal-setting makes sense. As a way to control subjective judgments. It is old practice, but widely and effectively used. (S = Specific, M = Measurable, A = Achievable, R = Relevant, T = Time-bound). A pretty standard metric for larger companies, or any organisation. And make sure managers and HR departments stand by their metrics. Avoid, on all counts, what I have in the past seen "We are a quickly growing company, where out goals may change any minute. We cannot possibly have fixed goals or ways to track them or past performance ... Just show me the result" Anyone demanding such is dizzy and unable to steer any direction. And 360s: They simply do not work otherwise than to give more senior management more transparency from their viewpoint - if they feel the need to use them, they don't feel sufficient transparency and this is what needs to be addressed.