please reply the following comment: $1.$ At my current job, the performance appraisal process used is MBO. The advantage's of using MBO $($Management by Objectives$)$ are the employer can give measurable goals that employees can work towards. This methods provides a clear understanding of what the expectations are, and how to achieve them. Without clear expectations, it would be hard to understand how to do my job to the best of my ability. The disadvantages are sometimes the goals and expectations can be set too high, not accounting for real$-$life issues or setbacks that tend to come up$.$ For me$,$ my old boss set very unrealistic expectations that no one on the team was able to meet. It reflected poorly on us$,$ but in the long$-$run, reflected poorly on him as well since no one on the team was hitting his unrealistic goals. My job does "soft" check$-$ins every quarter, along with mid and end of year reviews.

$2.$ The recency effect seems to be a common error within the team's reviews. My team has quarterly reviews, along with mid year and end of year reviews. If I have a lower scoring month or quarter, even if its at the beginning of the year and I've exceeded all expectations the rest of the year, my end of year review will still be solely focused on the one lacking quarter, even if all changes were implemented and fixed. This can be frustrating, as the point of the check$-$ins is to change the errors and move along.

$3.$ My recommendation for improving the process would be to add in another method of review. I would suggest the employer thinking about combining multiple appraisal methods, such as self$-$assessment, peer reviews, and $360-$degree feedback, to get a better view of performance. Different points of view assess different aspects of performance.