Performance management and talent development create alignment and accountability for the execution of business strategies. Performance ratings have traditionally been a way to ensure the consistency of HR processes, such as compensation and promotion decisions. However ratings, and particularly a forced distribution curve, produce a series of negative side effects, including a feared conversation at year-end that leaves people disengaged and requires tedious documentation for managers. A new trend is to focus on dialogue about the work as a substitute for ratings. The approach is anchored in quarterly conversations initiated by employees. This requires senior leaders to set expectations, and HR to provide training and support to enable both employees and managers to have meaningful conversations about contribution and learning. Organizational Effectiveness expert Anika Gakovic will share how focusing on dialogue rather than ratings improves engagement and strategy execution.