Strategies to consider when delivering performance appraisals to health care employees
Imagine that, as a health care manager, you are preparing to provide your employees their annual performance feedback that will acknowledge both their areas of strengths and their deficiencies. Think of some strategies you will use to deliver the feedback and the steps you will take to avoid any biases.
Respond to the following questions:
What are some strategies to consider when delivering performance appraisals to health care employees?
What strategies have or have not worked for you in the past, either as a manager delivering a performance appraisal or as an employee receiving a performance appraisal?
respond to the prompt above in a minimum of 175 words.
Sample Solution
Strategies to Consider When Delivering Performance Appraisals to Healthcare Employees- Be prepared. Before you meet with your employee, take some time to review their performance appraisal form and to think about the feedback you want to give. This will help you to be more specific and to avoid making any vague or general statements.
- Be constructive. The goal of a performance appraisal is to help your employee improve their performance, so focus on providing constructive feedback. This means providing specific examples of their strengths and weaknesses, and offering suggestions for how they can improve.
Full Answer Section
- Be specific. When you are providing feedback, be as specific as possible. This will help your employee to understand what they are doing well and where they need to improve. For example, instead of saying "you are a good communicator," you could say "I appreciate the way you always take the time to explain things to patients in a clear and concise way."
- Be timely. Don't wait until the end of the year to give your employee feedback. Provide feedback on a regular basis, so that they have the opportunity to make improvements throughout the year.
- Be respectful. Even if you have some negative feedback to give, be respectful of your employee. Remember that they are a valuable member of your team, and you want to help them to succeed.
- Be open to feedback. After you have given your employee feedback, be open to hearing their feedback as well. This will help you to understand their perspective and to make sure that you are providing them with the most helpful feedback possible.
- One strategy that has worked well for me is to provide feedback in a private setting. This allows the employee to focus on the feedback and to ask questions without feeling self-conscious.
- Another strategy that has worked well is to provide feedback in a timely manner. This helps the employee to understand how their performance is affecting their work and to make improvements as needed.
- One strategy that has not worked well for me is to provide feedback in a negative way. This can make the employee feel defensive and less likely to take the feedback seriously.
- Another strategy that has not worked well for me is to provide feedback that is not specific. This can make it difficult for the employee to understand what they need to do to improve.
- Be aware of your own biases. Everyone has biases, but it is important to be aware of them so that you can avoid letting them influence your feedback.
- Collect data to support your feedback. Instead of relying on your gut feeling, collect data to support your feedback. This could include performance metrics, customer feedback, or observations from other employees.
- Be open to feedback from others. Ask other employees or supervisors for their feedback on the employee's performance. This can help you to get a more objective view of the employee's performance.
- Be respectful of the employee. Even if you disagree with the employee's performance, be respectful of them as a person. This will help to create a positive environment where the employee feels comfortable receiving feedback.