Similarities between Leadership Performance Appraisal Model and Periodic Planning Conference Approach
There are similarities and contrasts between the leadership performance appraisal model and the periodic planning conference approach. The two are comparable in that they both focus on the employee's potential. The employee discusses how they may enhance their performance in the periodic planning conference model, and their superiors can help facilitate the person's improvement. The potential of the employee is the key emphasis of the leadership performance model. Employees are responsible for creating their own goals in both models. In both circumstances, the raters just offer suggestions, giving the individual being rated a sense of ownership. The two techniques of evaluation play a crucial role in the development of competences. The discussions held for the two models between the appraiser and the one being raised leads to the creation of short-term and long-term goals, and it creates excitement and enthusiasm than the traditional appraisal methods which foster fear and anxiety. Furthermore, the two performance evaluation models are a continuous process rather than one-time exercise. The two also create an environment to nurture and retain talent, unlike the traditional performance evaluation model.
Differences between Leadership Performance Appraisal Model and Periodic Planning Conference Approach
Nonetheless, the two performance evaluation models are different. In the periodic planning conference, the leader and the employee will only discuss the future while in Gordon's model the rater will have to look at the past performance of the employee as well as their potential. Gordon's model looks into the strengths, and the weaknesses of the employee and they are used as a metric to determine potential while in the periodic planning conference model strengths are not discussed in the evaluation whatsoever (Seroka, 2013). Gordon's model is used in the assessment of leaders who are reviewed with the use of a 360-degree feedback while in the periodic planning process the employee being evaluated has discussions with their leader.
References
Seroka, S. (2013). The Better Alternative to Performance Appraisals - Gordon Training International. [online] Gordontraining.com. Available at: http://www.gordontraining.com/leadership/the-better-alternative-to-performance-appraisals/# [Accessed 16 Nov. 2017].
