Frequency Of Staff Reviews: Quarterly Vs. Annually
Dear Dr. Hayes,
I agree with your advice on staff evaluations but, would go even further and recommend quarterly performance reviews.
I started out with traditional annual reviews and felt it just took us too long to improve our staff. If they know what goals they need to work on and what is expected of them regularly, there will be less stress on both of you.
In my practice, quarterly reviews literally take about 5 minutes unless we have a problem employee. First, I tell them what is going well. “Hey Susie, you're doing a great job overall. You're always at work on time, friendly with patients and other staff, etc.” (We just go down the form.)
Then, we discuss things that may need improving. “I do think you need to do a little better job greeting people at the front desk with a smile. I've noticed you were distracted sometimes so remember to do that. It's all about the patient and a great experience. I know you can do a little better.”
Lastly, I help them prioritize the things to work on. “For this next quarter, I would like you to research and give me your suggestion for a new scanner by Feb. 1st. Also, I would like you to cross train in the optical and learn how to change nosepads by March 31st. Any questions? Thanks for all your hard work, I really appreciate it.”
It's my experience that clear communication with employees can help build a great staff.
Respectfully,
Tory Moore, OD
Dear Dr. Moore,
Great ideas!
While long-term employees may not need quarterly reviews, newer ones certainly can benefit from frequent formal input.
I like your thinking.
Best regards,
Jerry Hayes, OD
Agree with this blog? Disagree? Have a comment or question of your own? Click here to send me an e-mail.
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.
Back To Top
Frequency of Staff Reviews
I believe in a yearly formal evaluation. What I have found to work best is whenever there is an issue, policy or procedure to discuss, we try to deal with it as soon as possible. Dealing with the situation at the time it occurs prevents it from happening again before the next evaluation or worst being forgotten about. Within the yearly evaluation deficiencies, goals and ways to attain the goals are discussed. A time frame of three to six months would be too short to resolve deficiencies and attain goals in most instances.