ClintMaun
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Jul 17, 2009, 12:15 PM
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By Clint Maun, CSP
By the New Year most healthcare managers and administrators have completed performance reviews for their employees. So, with the process fresh in our minds now is a good as time as any to review performance reviews themselves.
Traditional Reviews
Most traditional reviews involve managers taking on a judgmental role, telling employees how their work did or didn't fit the bill. And although traditional reviews are good at sniffing out excellent and very poor employees, they usually don't differentiate well among the vast middle ground.
Due to these problems, new types of reviews are coming into play. Most require that evaluations be done not for raises, promotions, or bonuses, but for growth, development, and communication. These new forms of reviews may help managers, employees, and peers gain a mutual understanding of what is really meant by "good performance."
The best performance reviews ultimately allow managers and employees to communicate and share ideas, opinions, and information. Below are three alternatives that do just this.
Peer Reviews
Peer reviews help employees understand each others' work and allow individuals to express themselves in a non-threatening manner. These reviews often maintain a high level of worker acceptance and involvement, as they tend to be stable, task-relevant, and accurate.
Quick Tip: Peer reviews may work best if all parties know that the reviews will not be used for setting pay, promotion possibilities, or disciplinary actions. That authority is still usually best left for management.
Self-Reviews
Self-reviews are based on the idea that employees are most familiar with their work, and that their involvement is essential. In this type of review, employees rate themselves on a number of criteria, usually with a formal survey form, and suggest improvements. Self-reviews help to clarify individuals' own goals, and expose areas of weakness so they may be worked on.
Quick Tip: People may not see their own deficiencies as managers might, so self-reviews should be used alongside other review methods.
360 Degree Reviews
360 degree reviews combine self ratings and peer reviews. In other words, feedback is sought from every angle. This allows employees to discover how they are seen by others and to see their own skills and style. 360 degree feedback ultimately provides people with a good all-around perspective.
Quick Tip: 360 degree feedback may be given directly to employees, who have the option of discussing them with their managers; or it may be given to the managers for use in a feedback meeting.
It's safe to say that most healthcare facilities would benefit from better communications and management. A good review system could help to improve communications, while helping employees to increase their own effectiveness and to clarify their own jobs and responsibilities. The review methods above could not only increase the performance of the staff, but also help them to work together with common goals and fewer obstacles.
"You make the world a better place by making yourself a better person".
—Scott Sorrell
By Clint Maun, CSP - www.clintmaun.com
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