The annual performance appraisal is now widely regarded as a last-century management tactic that does not meet the needs of more modern, agile organizations.

Managers hate these appraisals, as do their direct reports. They take hundreds of hours to complete per manager, and there is no evidence that they actually improve performance or engagement. The evidence that does exist suggests that annual appraisals are more likely to hurt engagement, as well as the short-term performance immediately following the completion of the appraisal.

If you are doing annual appraisals right now, you don’t need to completely forsake what you are doing. You can begin to bring in continuous and peer feedback, making the experience more responsive and useful for employees. HealthcareSource can help.

DID YOU KNOW?
  • 56% of companies say managers lack the necessary skills and time to manage performance.
  • The Joint Commission doesn’t require annual performance evaluations and actually prefers continuous feedback.

Your Performance Appraisal Treatment Plan

The remedy for your performance appraisal challenge relies on one or more of these key focus areas.

Data & Benchmarks

The Issues:

  • Annual appraisals rely only on the direct manager’s perception.
  • That direct manager usually has a high number of reports as well as other duties, making it hard to truly review and manage any individual contributor.

The HealthcareSource Way:

Rather than relying on a single manager’s feedback to judge an individual employee’s performance, hospitals should be seeking information from multiple team members the employee works with throughout the day. By collecting feedback from these different perspectives over the course of the year — rather than in a single day, week, or month — you can get a better picture of an employee’s actual performance. A diversity of feedback can also help managers understand what aspects of the job an employee is engaged in the most, and where potential lies for leadership and professional development.

How We Help:

Our Performance Appraisals solution helps you automate the appraisal process, incorporate 360-degree feedback, and allow for peer-to-peer feedback and recognition outside the formal appraisal cycle for real-time, continuous feedback. Learn more »

Get all the vital information a manager should know about an employee’s performance at-a-glance. With this easy-to-read summary, managers can easily see where their employees stand. Learn more »

Process

The Issues:

  • The traditional annual appraisal involves an incredible time investment.
  • Before providing feedback on an employee, everyone involved must be clear on what you are reviewing for.

The HealthcareSource Way:

While you may have a desire to completely revamp your annual appraisal process, it is important to recognize the good in it — plus your organization may not be ready for such a wholesale change. Begin by updating your process to expand feedback beyond the direct manager to peers and others who frequently work with a given employee. Of course, for this to work, everyone needs a good understanding of the person’s job and responsibilities to provide feedback on.

How We Help:

Our Performance Appraisals solution helps you automate the appraisal process, incorporate 360-degree feedback, and allow for peer-to-peer feedback and recognition outside the formal appraisal cycle for real-time, continuous feedback. Learn more »

Job description sign-off ensures that employees have reviewed and acknowledged their position duties and responsibilities, and is required for compliance and accreditation by the Joint Commission. Learn more »

The ability to manage the skills associated with a specific position helps to ensure quality performance. Managers and employees can use the checklist for measuring performance, identifying learning opportunities, and as a guide for career pathing. Learn more »

Technology

The Issues:

  • Too many hospitals have too many systems that don’t speak to each other.
  • It is hard to put the necessary processes into place without automation to alleviate the burden on managers.

The HealthcareSource Way:

HealthcareSource knows that technology should be making your work easier and less cumbersome. When technology works the way it should, it helps you make the most of performance appraisals, provide continuous feedback, solicit 360 input, and increase efficiencies in your performance management responsibilities. That is why we offer an integrated platform solution tailored specifically to hiring, keeping, and growing a quality healthcare workforce.

How We Help:

Our Performance Appraisals solution helps you automate the appraisal process, incorporate 360-degree feedback, and allow for peer-to-peer feedback and recognition outside the formal appraisal cycle for real-time, continuous feedback. Learn more »

Get all the vital information a manager should know about an employee’s performance at-a-glance. With this easy-to-read summary, managers can easily see where their employees stand. Learn more »

Job description sign-off ensures that employees have reviewed and acknowledged their position duties and responsibilities, and is required for compliance and accreditation by the Joint Commission. Learn more »

The ability to manage the skills associated with a specific position helps to ensure quality performance. Managers and employees can use the checklist for measuring performance, identifying learning opportunities, and as a guide for career pathing. Learn more »

Ready to Take the Next Step?

Talk with us to see why HealthcareSource talent management solutions are a good fit for your organization.

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