Do you regularly review your employees? If you don't, you can gain many benefits for you and your employees from instituting an employee performance appraisal program. One benefit is improved employee performance and another benefit is improved morale on the part of your employees. Most employees would like to know how they are performing and all employees like to receive positive feedback about their performance. A performance appraisal provides many opportunities including an opportunity to praise employees for a job well done.
Here are some basic tips for how to review your employees:
1. Have a basis for the appraisal. An effective employee appraisal needs to be based on mutually agreed upon goals and objectives.
2. Suggest that the employee review their own performance before you share your review with them. This provides a good opportunity to make sure you and the employee agree, where possible, on the appraisal.
3. Be prepared before you sit down with the employee and perform the appraisal. Before the meeting, you need to review the objectives previously set with the employee and need to be able to provide specifics about the employee's work and how well the employee did or did not reach the objective.
4. Block out all interruptions. Allowing phone calls to interrupt your discussion with the employee makes it appear as if you don't care about the employee and as if you don't think the appraisal process is an important one.
5. Listen and interact. A successful appraisal is not a one way conversation. You must interact with an employee during the appraisal and get their feedback on what you are saying. Where there are areas for improvement, you need to get the employee to agree to these areas and to agree to take action to improve performance. Ideally you and the employee should agree on what specific actions will be taken to improve performance.
6. Discuss the balance between work life and personal life- An employee who only focuses on work to the detriment of his personal life will eventually become burned out and will provide less value to your practice.
7. Don't consider an employee performance appraisal a once a year process. You should be providing your chiropractic staff members with ongoing feedback about their performance. Your feedback should be frequent enough so that at an annual performance review session, nothing discussed will be a surprise to the employee.
8. If one or more employees in your practice supervise others, make sure they perform regular, effective employee appraisals.
9. Consider an assessment of your own approach for employee performance appraisal approach. There are many excellent resources about conducting effective employee performance appraisals.
Conducting effective employee performance appraisals can help improve the efficiency and profitability of your practice- and also keep your employees happy and more productive. If you aren't conducting formal employee performance appraisal sessions now, you should begin putting such a program in place as soon as possible.
Here are some basic tips for how to review your employees:
1. Have a basis for the appraisal. An effective employee appraisal needs to be based on mutually agreed upon goals and objectives.
2. Suggest that the employee review their own performance before you share your review with them. This provides a good opportunity to make sure you and the employee agree, where possible, on the appraisal.
3. Be prepared before you sit down with the employee and perform the appraisal. Before the meeting, you need to review the objectives previously set with the employee and need to be able to provide specifics about the employee's work and how well the employee did or did not reach the objective.
4. Block out all interruptions. Allowing phone calls to interrupt your discussion with the employee makes it appear as if you don't care about the employee and as if you don't think the appraisal process is an important one.
5. Listen and interact. A successful appraisal is not a one way conversation. You must interact with an employee during the appraisal and get their feedback on what you are saying. Where there are areas for improvement, you need to get the employee to agree to these areas and to agree to take action to improve performance. Ideally you and the employee should agree on what specific actions will be taken to improve performance.
6. Discuss the balance between work life and personal life- An employee who only focuses on work to the detriment of his personal life will eventually become burned out and will provide less value to your practice.
7. Don't consider an employee performance appraisal a once a year process. You should be providing your chiropractic staff members with ongoing feedback about their performance. Your feedback should be frequent enough so that at an annual performance review session, nothing discussed will be a surprise to the employee.
8. If one or more employees in your practice supervise others, make sure they perform regular, effective employee appraisals.
9. Consider an assessment of your own approach for employee performance appraisal approach. There are many excellent resources about conducting effective employee performance appraisals.
Conducting effective employee performance appraisals can help improve the efficiency and profitability of your practice- and also keep your employees happy and more productive. If you aren't conducting formal employee performance appraisal sessions now, you should begin putting such a program in place as soon as possible.
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