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?
Full Answer Section
Structure the Meeting for Open Dialogue:
- Positive Start: Begin by acknowledging and thanking the employee for their contributions. Highlight their strengths and specific instances where they excelled.
- Focus on Behaviors: Frame feedback around specific behaviors rather than personality traits. Use "I" statements to explain how their actions impacted the team or patients.
- Two-Way Conversation: Encourage the employee to participate actively. Ask open-ended questions to understand their perspective and any challenges they faced.
- Focus on Development: For areas needing improvement, discuss specific, actionable steps for growth. Offer resources, training opportunities, or mentorship programs.
- Joint Goal Setting: Collaboratively set new SMART goals for the upcoming year, incorporating the employee's aspirations and professional development desires.
Strategies to Avoid Bias:
- Standardized Evaluation Tools: Utilize a standardized evaluation form that focuses on objective criteria aligned with pre-established goals.
- Focus on Data and Documentation: Base feedback on documented observations, concrete examples, and patient feedback (when applicable).
- Blind Reviews: If feasible, consider a system where evaluations are done by a team, reducing the influence of individual biases.
- Self-Awareness: Recognize your own biases and blind spots. Consider attending training on unconscious bias to mitigate their impact.
Past Experiences (Manager & Employee):
What Worked as a Manager:
- Positive and Supportive Environment: Creating a safe space for open communication fostered trust and a growth mindset.
- Specific and Actionable Feedback: Employees appreciated clear examples and concrete steps for improvement.
- Focus on Development: The opportunity to discuss professional goals and access resources for growth was motivating.
What Didn't Work as a Manager (or Employee):
- Lack of Preparation: Reviews felt rushed and superficial when goals weren't clear or documentation lacking.
- Focus on Negatives: Dwelling solely on shortcomings left employees feeling discouraged and defensive.
- One-Sided Conversation: Feeling unheard or having limited opportunity to contribute led to disengagement.
By incorporating these strategies and learning from past experiences, you can deliver performance appraisals that are fair, constructive, and motivating for your healthcare employees.