People are more likely to accept and go along with unpleasant things that they partly own or helped to put together. Opie and the Beaver usually had a cute answer but a point was being made that we may learn from when it comes to properly evaluating people. The parent sort of made things entertaining by asking the child what their punishment should be. One of the interesting recurring episodes in the sitcoms of the past ( The Andy Griffith Show, Leave it to Beaver, etc.) that dealt with parenting was when a child did something wrong which called for some type of punishment. IMPORTANCE OF COLLABORATION IN SETTING STANDARDS & REWARDING GOOD PERFORMANCE Firstly, you can compare employees to set standards then you can compare them to how others have fared in the designated areas of performance. The bottom line is that all members of the staff have responsibilities that can be used as performance gauging devices/measures. At the very least, this lets employees know what to shoot for in terms of performance-i.e., how many “tardies” & absences are considered excessive, what are acceptable reasons to miss work, what can you do (or not do) when dealing with irate & rude patients, how well do MAs prep patients for the doctor, is the RN properly supervising and promptly addressing mistakes made by assistants, etc.? Next, you need to create (or find) and post job performance standards and benchmarks against which all staff members are compared/evaluated. Do you have clearly-stated, regularly-updated, and unique-to-your-facility JDs? Although you can use job descriptions you copied from competitors, the industry, etc., it’s best if you tailor your own JDs to fit the special needs, responsibilities, demands, and requirements of the different jobs/roles in your office. The good news is that it’s never too late to introduce the things that should precede, accompany or follow employee evaluation programs.įirst on the list are job descriptions (JDs). Next comes the need to establish and promulgate clearly-stated, realistic and medical-industry-appropriate standards against which every employee may be judged fairly and accurately. Establishing good hiring practices is one such critically important, but-sometimes-overlooked factor. There are several key factors and circumstances that should be worked out or planned before performance reviews should come into play. WHAT SHOULD PRECEDE & ACCOMPANY GOOD PERFORMANCE REVIEWS Do your staff members, for example, know what’s expected of each of them? Do you regularly ask personnel if they have what they need to do their part?Įvaluating staff members is essential but this pre-supposes that a) your hiring practices selected the best possible candidates and that those “candidates” brought with them the experience and skills they needed to fit comfortably into your work environment and b) that, after hiring these people, you provided a work environment that is well managed, safe, conducive to high productivity and the type of place that fosters, supports, guides and nurtures its staff members. You also have to meet certain criteria and responsibilities. Unfortunately, the whole thing doesn’t just fall on employees. Able to communicate effectively, meaningfully and respectfully with fellow staff, patients, and other persons.Clearly performing his/job well (going by measurable, quantifiable, objectively-gathered and industry-standardized criteria obtained from regular, well-documented performance evaluations).Suitably trained for his/her job, especially (as is usually the case) if on-going training is required.Able to put the interests of patients and the practice above their own preferences, personal opinions, and dislikes.Willing to be a team player at all times, especially when things go wrong or personalities clash.Pulling in the same direction-i.e., fully understanding and readily invested in your practice’s mission statement.Considering that your staff is, by far, the most important (as well as the most expensive) resource you have the privilege of managing, how much of your time do you invest in making sure that you are getting your money’s worth, people are doing their job to their best of their abilities, people are suitably motivated & optimally qualified, and everyone is:
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |