This article focuses on the author's view regarding performance management and employee attitude. Performance management often conflicts with relationship management. There are few emotional interactions an executive of a company can have with an employee than a performance review. Since emotions are predictable one can factor them into review system. The author has proposed one lone subjective criterion concerning emotional aspects of performance review system. It is important to find out whether performance reviews of a company leave employees with bad feelings that fuel resentment or discrediting behaviors toward evaluation criteria, evaluator or the company.