1. The bell curve is often used by organizations as a scapegoat to determine employee ratings, but it does not account for an organization's ability or need to differentiate performance. The bell curve can be a useful analytical tool if not used to impose fixed rating percentages. 2. Organizations should focus on setting SMART goals that can be clearly measured, empower managers by providing guidelines instead of rigid rating quotas, and leverage technology to facilitate analysis and calibration of rating decisions. 3. Regular communication, experimentation, and analysis of performance management processes and data can provide insights to continuously improve goal-setting, appraisals, and linking individual performance to organizational strategy.