Evaluating job performance is an important function of leadership. However, many leaders don't do a good job of this and the process becomes counterproductive. Some prominent leadership thinkers argue that performance evaluation should be done away with completely What then is the purpose of performance evaluation? And if we do evaluate performance, how can leaders do so in a way that is productive and encourages rather than discourages people? John Sullivan argues that performance evaluation should be for the purpose of helping people perform at a higher level. For the servant leader it should be a primary function of helping people to reach their full potential and true job satisfaction. Good News -- Bad News will teach you the purpose of performance evaluation, when to do it, how to measure performance, how to give bad news as well as good, and how to prepare the evaluation session in order to realize the maximum benefit for the individual as well as the organization.