Performance Management is based on Objectives and Behaviors that are measured at the employee and also the manager level. These objectives must support the company strategy and overall direction. They should also be crafted with S$.$M$.$A$.$R$.$T$.$ in mind $($Specific$,$ Measurable, Attainable, Relevant, Timely$).$ Also measured should be those of Behaviors or Competencies $($which can be different for each organization$)($e$.$g$.$ Customer Service, Motivation, Critical Thinking, Leadership$)($Noe pp $312).$ We use this method in my company and when done correctly, it works well.

Measuring performance objectives & behaviors can have a powerful influence on employee behavior.

It all sounds so foolproof.

Discuss why then, do so many company's Performance Management System's fail. What goes wrong? What is the problem? What needs to be done that is not done. How can the problem be fixed?

Please discuss in detail.