I’ve been in Human ResourcesÂ a long time. I’ve been in healthcare a long time too. Through it allÂ the Performance Review hasÂ been a mainstay not only in the corporate culture of the various health systems I’ve worked; butÂ alsoÂ in the regulatoryÂ psyche of those that oversee hospital performance.
AndÂ the reality is performance reviewsÂ just don’tÂ work anymore.
I’m a firm believer in the notion of communicating with employees through a variety of platforms on a regular basisÂ to ensure good results. Think of communication like a compass…if you provide good feedback to your team aboutÂ their performanceÂ they are more likely to stay on course, right? How many sailors do you know that only check their position once a year?
Common Sense Is Always An Option
There’s an oldÂ phrase that says when all else fails tryÂ common sense. Maybe it’s not old, but itÂ works forÂ me. For some reason, we’ve tied merit increases, paperwork,Â uncomfortable conversations and stress to an annual rite of passage that no one seems to get much value from doing. So why in an era of quality improvement, working smarter, and so much information like thisÂ andÂ this that tells us employees and managers do not like this annual event do we insist on carrying on? Mind boggling.Â In fact, may I dare say a failure of leadership to not recognize and change what is not working.
We’re too focused on the performance review itself which is ultimately just anÂ excuse to avoid addressing the real issues = > good communication and feedback to your team members.Â Why?
“I submit that leaders are inherently scared to death of confrontation, so instead of having a series of meaningful, honest, professional conversations throughout the year, leaders choose instead to focus on check boxes and task lists as a vehicle to avoid doing their job.”
Do you look forward to completing annual performance reviews with your team members? Are you confident when you receive your own evaluation that there won’t be any surprises waiting for you? Really? What are you going to do to change that in your organization?
I’d love to hear from you.