Using Performance Appraisals To Improve Staff Productivity

According to Tom Peters, well-known management guru and author of the mega hit, In Search Of Excellence, the key to improving staff productivity is:

a) Money
b) Praise
c) Fear
d) None of the Above

According to Tom, the answer is d — None of the Above.

He says the number one motivator of people is consistent and constructive feedback on their work.

The best way I know of for any practice owner to give this feedback is through formal performance appraisals. These reviews give employees specific feedback on their actions and something tangible they can build on. 

Written performance appraisals also give you, the employer, a record of the areas discussed and provide a benchmark for future reviews.

Keys To An Effective Performance Appraisal

Schedule performance reviews at six to twelve month intervals for longer term employees, and at 30 and 90 day intervals for new workers. 

Use these reviews as genuine appraisals of someone’s work, not as a disciplinary weapon.
  
Be sensitive to the feelings of your staff, particularly the first time you do written evaluations. 

Make the performance appraisal process separate from salary reviews. This is the time for employees to focus on their performance and the improvements you want them to make, not their salary.

Use the review as an opportunity to encourage two-way communication. Ask the employee what tools or training they need to do their job more effectively. 

Give employees the chance to respond, in writing, to your comments. You may discover a new way to perform or structure a task that saves your practice time and money!  

Be kind, but don’t mislead marginal employees. Try to evaluate employees as honestly as you can on the results they achieve and the true quality of their work relative to your expectations of the ideal. 

See my next blog for a sample Appraisal Form and tips on how to introduce the concept to your practice.

Regards,
Jerry Hayes, OD

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Disclaimer: The information and opinions contained on this site are for discussion purposes only and are NOT intended to serve as legal, accounting or investment advice. ©2010 Jerry Hayes, OD. Not to be reproduced without written permission of the author.