Organizations of all kinds have long struggled to accurately measure the performance of individual members. The typical approach is to assess an individual’s performance against a metric usually tied to whether or not they performed a task and the amount of output they generated by doing so. There’s a lot riding on these assessments: everything from compensation increases and bonus payments to promotions. And as anyone who has ever given or received a traditional performance review knows, this process can be highly subjective — even in the most metrics-obsessed organizations.