Performance management continues to be a hot topic, yet for all the headlines, few things in talent management have been as misunderstood or executed with less forethought. Managers think of it as an administrative burden and continue to hide from uncomfortable conversations with employees. Leaders worry about the apparent disconnect between performance distribution and collaboration, and struggle to promote the process itself as valuable and motivating. And HR is on the receiving end of all the complaints. What's the future of performance conversations?