The premise seems to be sampling; healthy practice of statistics that balances the equation cost-benefit, being preferable to use the time and effort in the detection of line testers that mass-produce appreciations without considering the potential of quality that provides each issue. Do not exalt its influence on wage adjustments, promotions or dismissals as it has developed in preliminary paragraphs, compensatory policy is prior to the result assessment, the margin that exists for wage adjustment by good or bad performance being generally low. Something similar happens with the policy of promotions or dismissals; where are many times heavier political relations in the first case or the economic-financial situation of the company in the second. Exposing these issues to the appraisee could mean a first step to build a relationship of trust, where the top can accompany their subordinates and orient them in obtaining those wage improvements or developments, recognizing the evaluations as a complement and not decisive of the themselves, and helping them to engage the missing parts (political relations, identification of necessary skills, changes in attitude, personal sale, etc.) to achieve these objectives. Use mixed methods may be the primary motivation although ephemeral-of every worker is the economic benefit and, probably, followed in order of importance the professional growth or power.
Therefore, it seems unlikely that an assessment which does not give back or punish can be considered of value at least for officials. Under this hypothetical framework, can be a good option the combination of methods by results, to propose objectives governed by quantifiable indicators of productivity, and serve to identify compliance with insubstantial or not a goal with other softer methods, characteristics and behavior. Avoid stepping on fashion Novelty attracts the attention and even respect, but the habit makes it disappear soon; us dignariamos just to watch the Rainbow if this remained for a long time in the horizon.