Separate rating evidence from compensation or promotion advocacy in calibration.
The pressure Kai's rating affects bonus and retention, but the evidence packet is mixed. The room must solve people risk without rewriting performance evidence. Decision hygiene Separate the rating record from the reward decision Ratings may inform pay and promotion. They should not be edited to achieve a pay or promotion outcome. Shortcut Raise the rating so the reward outcome works. Accurate rating and visible retention action Do not use a performance rating as a workaround for another people process. 01 Detect pressure 02 Separate logs 03 Now you try Step 1 The manager's strongest argument is Kai's likely reaction…
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