27 Sep 3 Tips for Effective Performance Reviews

We’re coming up on performance review time here at speroMD, and we’d like to share some of the lessons we’ve learned over the years.

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 where they excel, and where they have opportunities to improve? Setting clear goals and providing regular feedback will help your employees be more engaged, your practice more efficient, and in the end, more profitable.

Three Things to Do in Your Performance Reviews:

Provide them with constructive feedback on what they need to improve. For many of us, this might be the most difficult one to do.  We recommend providing staff with feedback on a consistent basis. Quite often, we don’t realize we are doing something incorrectly until someone else points it out. It’s important, though, that these conversations are framed by the purpose of improving their performance. It’s hard to hear negative feedback, and by keeping your tone collaborative, you can make it clear that your employee still has your support, and that the conversation is occurring because you want to help them succeed.

Tell them where they excel. 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! It also lets them know that you see when they’re doing well, recognize it, and appreciate it.

Ask for THEIR feedback! Do you often have open dialogue 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:

Surprise employees with your feedback. If you sit down to a year-end 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 information.

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