21 Apr How Do You Give Feedback to Your Employees?

April for speroMD means mid-year performance reviews! This week our management team is busy providing formalized feedback to their staff, and the same is happening in our physician practices as well.

Medical practices are unique, but there are many elements, especially those that are related to human resources, that should be treated the same as you would running any other business.  Do you give your staff regular performance reviews? If not, how do you provide them with feedback on things they need to improve and things that they are excelling at?  Setting clear goals and providing regular feedback will make your practice more efficient, and in the end more profitable.

 

Three Things to Do in Your Performance Reviews:

 

  1. Provide them with constructive feedback on what they need to improve

For many of us, this might be the hardest one to do.  Best practice is to provide staff with feedback regularly. A lot of the time we don’t realize we are doing something incorrectly until someone else points it out. By doing this, you’ll make your staff more efficient and you can then use their review as a time to evaluate how they have improved in these areas.

  1. Tell them what they’re excelling at

It’s no secret that everyone likes a little praise now and then. Use this time as an opportunity to boost morale and increase their confidence by going over what they are doing well.  Is one of your front-desk staff excellent at talking to patients on the phone? Maybe they have been meticulous with updating insurance information. Let them know how much these actions affect the practice in a positive way. When people know the value of their actions, they are much more likely to continue repeating this productive pattern!

  1. Ask for THEIR feedback!

Do you often have open dialogs with your staff about how they’re feeling? How they like their job? How you’re doing as a manager?  This is your chance to get this feedback and an opportunity for you to become an even better leader.  For some, this might be hard to hear, but remember that for many of your staff this is even harder feedback for them to give. Encourage them to speak up.  Unhappy staff will only bring your practice down.

One Thing Not to Do in Your Performance Reviews:

 

  1. Surprise employees with your feedback

If you sit down to a mid-year review with an employee and they are either pleasantly, or unpleasantly, surprised with what you have to say, this is an indication that there is a problem with the communication between you and the staff member.  If you believe they are the best employee you have, and you tell them so, and they are shocked by this, consider how you might change your communication style so that they feel appreciated and recognized throughout the year.  Conversely, if you have a staff member that has some performance challenges, and you haven’t been sharing your concerns and feedback all along with them, a review will be a very negative venue for receiving this backlog of feedback.

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