There aren’t too many universal truths, but here’s one: supervisors and employees generally hate performance reviews. Whether giving or receiving, these tools often don’t seem to quite hit the mark when it comes to effectively evaluating staff performance.

Jeffrey Pfeffer, professor of organizational behavior at the graduate school of business, Stanford University, says in the June 30 issue of BusinessWeek that, “the most basic problem is that performance appraisals often don't accurately assess performance.”

To overcome this hurdle, he suggests that evaluation criteria should be explicit, objective, and involve more people than just the immediate supervisor, whenever possible, to decrease managerial discretion or favoritism.

Read more details on this and several other helpful recommendations to improve your performance review process.