If you want employees to buy into Performance Management, provide them with systems, approaches, and tools that are of value to them in improving performance.
If an employee has clear expectations and standards for their work and access to a real-time performance metrics and qualitative 360 feedback, Performance Appraisals would only be needed on an exception basis.
That should be the goal of a Performance Management system. The goal of the Manager is to have their people value the time they have with their manager because it is truly useful. The Manager’s role should be to facilitate and support individual and group performance improvement, individual development, and pursue cross-organizational performance opportunities.