Most of the advice only works in a scenario where there is symmetry in the power between managers and those they manage, or asymmetry in favor of those being ma

Most of the advice only works in a scenario where there is symmetry in the power between managers and those they manage, or asymmetry in favor of those being managed. >There is a way to get quality performance data, on a weekly or bi-weekly basis, in a meaningful way on things that are most important to the organization. I'm very skeptical of this. Performance can very easily be gamed or influenced by the environment. Asymmetry between people even in the same team is a huge factor as to why performance reviews are complete bollocks in most skilled work.