Elaine Pulakos, a PhD psychologist from Michigan State University and now president of PDRI, a top consulting firm in this area, observed that “[a] significant part of the problem is that performance management has been reduced to prescribed, often discrete steps within formal administrative systems.… Although formal performance management systems are intended to drive… the day-to-day activities of communicating ongoing expectations, setting short-term objectives, and giving continual guidance… these behaviors seem to have become largely disconnected from the formal systems.”
