As a healthcare manager, delivering performance appraisals

Posted: April 4th, 2019

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: 175 words
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?

Britt Hill #1
Hello class, What are some strategies to consider when delivering performance appraisals to health care employees?
When performance appraisals use effective strategies, they assist in the development of the employee and provide a clear understanding of areas they need improvement and areas they have excelled and seen growth. Performance appraisals motivate an employee and set a clear path to their goals. Effective strategies are to ensure time to have a question and answer session, have notes to back up performance ratings, be aware of body language, maintain open communication, and encourage self-review. An employee must be made aware that performance appraisals are to develop their skills and goals.
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?
A strategy that worked in the past as an employee was open dialogue. Also, having notes to refer to has helped me with my confidence because I become nervous. Another strategy was how prepared my manager was; they didn’t fumble around, and they were well-organized. Lastly, they maintained a positive environment where constructive feedback created growth and contributed to my accomplished goals.
Claud D #2
Working as a manger, we have monthly meetings with each individual persons and with everyone as a whole. Our office give a survey to all the staff in our department and get them to say what they think of everyone strengths and one weakness for each individual and I would take to the employee after all the surveys come back and which ever answer that was more common in the rankings I will bring it up and ask what can you do better or to make this a strength. At times it can be uncomfortable because a lot of individuals doesn’t like constructive criticism. After we discuss what the person could do to step up their game. I would also give my opinion on what I think, the person can do to become better in the department and I will also discuss their strengths and let them know why they are valued in the company. This will give them a boost because sometimes after the negative remarks it can hurt someone’s ego. So, just given that person a compliment make the situation better.

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As a healthcare manager, delivering performance appraisals to employees requires careful consideration and the implementation of effective strategies. Here are some strategies to consider:

Provide regular feedback: Instead of waiting for the annual performance appraisal, maintain an ongoing feedback system throughout the year. This allows for timely recognition of achievements and immediate corrective actions for areas needing improvement.

Be specific and objective: Use concrete examples and measurable criteria to provide feedback on performance. Focus on observable behaviors and outcomes to avoid subjective interpretations.

Balance positive and constructive feedback: Acknowledge strengths and accomplishments, as well as areas for improvement. Emphasize a growth mindset and provide actionable steps for development.

Encourage self-assessment: Ask employees to reflect on their own performance and provide input. This fosters self-awareness and engagement in the appraisal process.

Offer training and development opportunities: Identify areas where additional training or support may be beneficial and provide resources to help employees enhance their skills.

To avoid biases when delivering performance appraisals:

Use multiple sources of feedback: Gather input from supervisors, peers, and other relevant stakeholders to ensure a comprehensive and balanced assessment.

Focus on performance, not personality: Evaluate employees based on their job-related performance and behaviors rather than personal characteristics or biases.

Consider the context: Recognize external factors that may have influenced performance and take them into account during the appraisal process.

Be aware of your own biases: Reflect on your own potential biases and consciously strive to provide fair and objective evaluations.

In the past, effective strategies I have employed as a manager include maintaining open communication, utilizing objective criteria, and encouraging employee self-assessment. These strategies have helped create a positive environment for constructive feedback and facilitated the growth and development of employees.

As an employee receiving performance appraisals, strategies that have worked for me include open dialogue, having prepared managers who provided specific feedback with supporting evidence, and maintaining a positive environment that emphasized growth and accomplishments. These strategies helped me feel valued and motivated to improve.

However, strategies that have not worked well in the past include a lack of clarity in feedback, subjective evaluations without specific examples, and a one-sided approach that did not encourage employee input. These approaches can leave employees feeling demotivated or confused about how to improve.