绩效管理几十年来一直受到人们的赞扬，因为它是一个重要的过程，有助于有效地管理个人和团队，从而获得高的组织绩效率。长期以来，绩效管理一直受到赞扬，因为它创造了一种关于要实现什么目标的共同理解，以及一种领导和发展个人的有效方法，最终将确保实现这一目标。这也是因为它强调了一个事实，即这是一个与公司的每一项活动都相关的战略，是在其文化、人力资源政策、沟通系统和风格的背景下设置的(Gray & Marr, 2012, p. 105)。几十年来，绩效管理一直受到称赞，因为它是战略性的，处理的是长期目标和广泛的问题。除此之外，长期以来，绩效管理也一直受到称赞，因为它提供了集成，将各个业务方面、个人、人员管理和团队联系起来，从而使组织获得普遍成功。绩效管理确实是一个重要的业务方面，几十年来一直受到好评，因为它是通过其规划过程，管理者和员工可以审查他们的总体期望。
这种期望包括在制定业绩目标方面的合作。也正是通过绩效管理，一个组织的管理能够指导其雇员的努力，以实现具体的成果，这些成果的目的是支持一个组织的卓越和其雇员的成功。绩效管理之所以是一种广受赞誉的管理实践，其主要原因之一是，它使组织的目标和目标能够通过登记会议在这一年得到讨论。这对于组织来说是非常有利的，因为它提供了一个框架，可以用来确保组织中的员工能够通过相互指导和反馈实现目标结果(Player & Hope, 2013)。几十年来，它也受到赞扬，因为它为管理部门提供了一个机会，根据预期的或既定的标准来审查雇员的业绩，并提供可用于实现这些目标的手段和表现出来的行为。这是有益的，因为它使管理层能够创建将在下一个性能度量期间使用的新目标。
Performance management has been praised for decades because it is an important process that contributes to effective management of both individuals and teams so as to attain high rates of organizational performance. Performance management has been praised for long because it creates a shared comprehension regarding what is to be attained and an effective approach towards leading and developing individuals which will ultimately ensure that it is attained. It is also because it stressed the fact that it is a strategy that relates to each and every activity of the firm that is set in context of its culture, human resource policies, communication systems, and style (Gray & Marr, 2012, p. 105). Performance Management has been praised for decades because it is strategic and deals with long-term goals and broad issues. That apart, performance management has also been praised for long because it provides integration in that it links various business aspects, individuals, people management and teams for the general success of the organization. Performance Management is indeed an important business aspect and it has been praised for decades because it is through its planning process that managers and employees can review their general expectations.
Such expectations comprises of collaboration on the creation of performance objectives. It is also through Performance Management that an organization’s management can be able to direct the efforts of its employees towards the achievement of specific results that are aimed at supporting the excellence of an organization as well as the success of its employees. One of the major reasons, as to why performance management is a management practice that has been most praised, is because it makes it possible for organizational goals and objectives to be discussed the year through check-in meetings. This is quite advantageous for an organization because it presents it with a framework that can be used in ensuring that employees in an organization are capable of achieving the targeted results through mutual coaching and feedback (Player & Hope, 2013). It has also been praised for decades because it provides management with an opportunity of reviewing the performance of employees against the expected or set as well as provision of means that can be applied and the demonstrated behaviors in the achievement of such objectives. This is beneficial because it enables management to create new objectives that will be used during the next period of performance measurement.