In every case I’ve been involved with so far it boils down to arbitrary feelings with only a slight correlation to actual performance. You get a good score if they like you.
So, the system is simply you get a raise based on feelings. Why have the performance reviews? The performance system is used to backdate reasons for the a priori decision if required for legal reasons. It maintains the illusion that there’s something to be gained by working harder when that’s simply not true.
In such a system, you re-roll bosses until you get one that likes you. Job hop. Move around laterally inside a company. Be a social chameleon. It’s much more effective to just ask more women on a date (bosses in this analogy) than to keep trying with the same one because people don’t generally change their minds.