Staffing

Employers use a performance review or appraisal to outline employee job expectations and evaluate how well the employee is meeting those expectations. It is often used to set goals for the upcoming year, with added goals of growth and development. But performance reviews can incite anxiety and apprehension, sometimes for both the employer and the employee. To ensure your practice’s performance reviews are effective and contribute to improvement, follow these six simple tips:

1. Have a standard evaluation process and forms

Employees should know exactly what the evaluation process will entail and what is expected of them, especially for performance to be considered outstanding. Will they be asked for a self-evaluation? Will you utilize a 360 process? Outline what is best for your practice and follow a standard format. Standardized forms allow you to collect data, which you can collect to identify overall trends.

2. Give feedback regularly, not just at an annual review

No employee should learn about their achievements or failures for the first time at an annual review. Feedback should be provided regularly so that employees have an opportunity to improve and clarify expectations before the formal review. The performance review should not be a “gotcha” experience. Rather it should be a time to celebrate success, identify areas for improvement, and outline a plan for the future.

3. Solicit employee feedback

Encourage staff to share their thoughts and ideas on a regular basis. When it comes to the annual performance review, ask them to complete a self-evaluation so you can compare their thoughts with your assessment. Major discrepancies in the two may give valuable insights into unclear expectations, misalignment of efforts, or missed opportunities. Having staff complete a standard form is useful but leave room for them to share their thoughts outside of the structured questions as well.

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4. Document, document, document

Documenting performance throughout the year will make the annual appraisal easier to complete. But it also helps to cover you legally should it be necessary to terminate or discipline an employee. Also, having documentation over the course of the year will help remind you of all the positive and negative points you want to cover during the appraisal, reducing any bias toward recent events.

5. Review the appraisal at an in-person meeting

Written feedback is important, but it is equally important to meet in person to discuss that feedback. This helps to convey a supportive tone and prevent misunderstandings. It also allows you to express your appreciation and show that you are invested in their development. During the meeting, spend more time on the positive and less on the negative, when possible. Criticism should be put constructively, to emphasize steps the employee can take to improve. Overperforming staff need to be recognized and know there are opportunities for growth, and underperforming staff require additional support.

6. Set personal and practice goals with the employee

Performance reviews are ideal for discussing goals for the upcoming year. Discuss personal goals and how they contribute to the practice’s larger goals. Ensure the employee has the resources they need to achieve these goals, and check in periodically to make sure there is movement toward achievement throughout the year.

The bottom line is that performance reviews work when they are carried out thoughtfully. They should be used to measure progress, not for punishment. By following these tips, you can create a process that works best for your staff and practice.

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