I understand that. The point is just that a boss isn't infallible in evaluating the performance of their employees. I wasn't expecting that to be a controversial statement, but you seemed to be challenging it. As to whether or not the person who asked the question is right, it's obviously impossible for us to know.
My response was in the context of "what your team members perceive" to be performance. My response was quite simply: "you get what you measure." Your team will respond to your perception by focusing on improving in areas that you perceive to be markers of good performance.
That certainly can happen. However, it depends on at least the following assumptions:
* Your perception of your employees' performance is consistent and predictable over time. Not all bosses evaluate based on consistent and predictable criteria.
* Your perception isn't significantly distorted by false beliefs about who has done (or not done) what.
(Needless to say, that's generic 'you', not you specifically.)
If you want, you can say "I hereby define 'good performance' to be any performance that I, the boss, think is good" – but that's just a semantic game.
