It is no longer acceptable for companies to be content with performance management as an automatic, annual, incremental pay raise for employees. Employers also need to be careful of using ranking systems as research shows avoidance to use extremes can skew results. Performance management can be used to change behaviors through behavior-based goals. Rather than over-complicated, over-engineered PM systems, PM should be ongoing and low-key rather than high-stress and annual. And don't overwhelm your employees with a list of dozens of goals—less is more. These and other tips and tools are provided through insights from The 2014 Performance Management Conference.