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Why Hospitals Need to Improve Performance Management

By Michael Heller healthcare

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In any office or workplace, the more positive interactions between employees and leaders, the higher the quality of work will be. The same principles can be applied to healthcare leaders, in turn, providing overall better care for patients. How can HR professionals in healthcare better their performance management to improve the overall care for patients in their facilities?
Before building a “new & improved” performance model, understand the myths and facts of the current performance you’re facing with this chart.

 Take a look at these 3 approaches to lead high functioning, team-based healthcare workplaces.

Define & Communicate Values

Think about your personal values and how they direct you to make hundreds of decisions daily both professionally and at home. Paul Wanaye Wamimbi, writer for the Daily Monitor, said: “Our values and beliefs affect the quality of our work and all our relationships because what you believe is what you experience.”

Without values, we lack direction in our attitude and decisions. If company values aren’t yet made within your facility or even well communicated, make them, and have them be known. When a team works on the same set of values, they can provide the care that stands with that facility’s bottom line.

To do: Start communicating goals when introducing new employees to your facility and incorporating these values in your performance feedback messaging. For example, a caregiver has grown a favorable rapport with a particularly difficult patient you believe talked to your respect value. Send them an email or iRevü saying their skills with being respectful to their patients has shown a visible uptick. Especially when caregivers are performing under tough circumstances, this assurance they’re working toward the company value can reaffirm their ongoing efforts. Did you know iRevü can help you identify your values as a company, a team and even down to the individual employee?

Create Shared Goals

Tie your company values into shared goals. When you give feedback to individual members or whole teams, set a reasonable, measurable goal at the end of your message to give them something to strive for next time. Setting goals that are also linked to values further communicates your company values and strengthens purpose behind those goals. In healthcare, this is notoriously difficult, but not impossible.
Healthcare systems are composed of numerous professional groups, departments, and specialties with intricate, nonlinear interactions between them; the complexity of such systems is often unparalleled as a result of constraints relating to different disease areas, multidirectional goals, and multidisciplinary staff.” –Dr. Abdulaziz Al-Sawai, Manager & Business Development at Alawael Overseas Company

To do: Leading healthcare teams takes more than individual performance management, but group performance. Healthcare professionals must work together with a sense of mission in mind. Communicate your ideal vision of how these teams must perform by giving goals meaning, excitement and the ability to empower teams. Instead of saying we need to spend more time listening to patients and their concerns – say, we need to listen to our patients’ concerns by doing X, Y, Z – these are actionable goals. iRevü can make these goals a reality by tying performance to goals and values realized, so your employees can see it in action!

Delegate Clear Roles

Did you know, 52% of survey respondents reported missing information at work as being one of the top stressors? Do your team members know what they are being held accountable for? They know their profession like the back of their hand, but what happens when facility policies change or new employees come on board?

Each person’s professional responsibilities is obvious to you because you’re the leader and you know what you expect from your team. Does your team know exactly everything that is expected of them? Healthcare is fast pace, there’s no spare time to question who does what.
Creating a culture of transparency where the sharing of knowledge is prompted is already a great start. But in order for this system to work well in practice, it requires the right tools to support it.” -Oriane Perrin, writer for Employee Connect

To do: Keep a guide of everyone’s positions, who manages what, what policies affect which team members, etc. Healthcare professionals aren’t in it for just themselves, they need to be aware of their own responsibilities as well as point-to people for any situation they could run into in their unpredictable work days. When you use a microfeedback platform like iRevü to guide your employees, they can access their responsibilities and even give one another feedback on the go!

Don’t leave anything to question. Communicate your company values through constructive feedback, give your teams actionable goals to work toward, and be transparent in every part of your communication. These are the foundational needs to creating a performance management system for your fast pace industry.

Need more help with your performance management processes? We’re here for you!
Michael Heller

Posted By Michael Heller

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