Which aspects of Deloittes new performance management system do you find most radical?

If you were a manager at Deloitte, how would you have reacted to such a system? Would your answer change if you were an employee?

What are your thoughts regarding measuring performance with four simple questions? Do you think these are the right questions? How would you know if a particular question is effective or not?

How would you motivate managers to conduct frequent check$-$in meetings with employees? How would you counter the argument that these meetings take a lot of time?

How transparent is this system? Do you think Deloitte$\mathrm{â??}$s decision not to share individual ratings with employees is warranted?