Answer :
Final answer:
An employer usually conducts the reality check as part of a performance appraisal or as the evaluation stage of performance management. Performance appraisals involve measuring an employee's job performance, discussing outcomes, and addressing areas for improvement. Self-appraisals and a formal appraisal form support this process, which also includes planning for future development.
Explanation:
Usually an employer conducts the reality check as part of a performance appraisal or as the evaluation stage of performance management. Performance appraisals are critical as they involve observing and measuring an employee's performance, recording these observations, communicating results to the employee, and recognizing high performance while devising ways to improve deficiencies. This process is typically documented several times a year, culminating in a formal review meeting where specific performance rewards or consequences might be discussed.
Before the meeting, it is advisable to have the employee complete a self-appraisal. Doing so ensures that employees actively participate in the process and express their perspectives. Supervisors should complete the performance appraisal form with details and examples to substantiate their evaluations, striving to avoid recency bias by covering the entire appraisal period's performance.
Finally, performance appraisals can adopt diverse forms, with the 360-degree appraisal being one advantageous method. Regardless of format, effective appraisals provide employees with adequate notice, a fair hearing, and judgments based on evidence. Moreover, they are an opportunity for supervisors to demonstrate empathy and supportiveness, and for employees to discuss and develop work plans for their professional growth.
