stablish a 360-degree feedback system in which supervisors are not the only people whoprovide feedback; colleagues, subordinates, and customers should also be consulted. This multi-perspective method promotes an environment of transparency and cooperation while offering a more complete picture of an employee's performance (WorldatWork, 2016). Performance reviews must to include development in addition to evaluation. Every worker ought to have a personal development plan that details how they might advance their knowledge and make a bigger, more valuable contribution to the company's success. These strategies must to be flexible enough to change as the demands of the firm do. Utilize analytics and data to inform decision-making while evaluating performance (WorldatWork, 2016). It is possible to make well-informed judgments on talent development, compensation, and promotions by gathering and evaluating data on performance measures. This guarantees that judgments are based on merit andobjectivity.We ought to take into consideration introducing state-of-the-art and user-friendly tools to facilitate the shift to a strategically aligned performance appraisal procedure. For managers and employees alike, these tools can improve and streamline the performance management process