Letís Review Performance Reviews
Most dentists surveyed detest doing performance reviews, even though they see the intended value to the practice. Performance reviews are recommended every 6 months to minimum one year after the employee is hired. The main reason for the review is to acknowledge the employee’s efforts and results of their work in terms of their participation in practice success. The other important reason is to make suggestions for improvement of job performance and to review the job description for additions, deletions or modifications. A performance review can be simple or can be very complex, with measurements of the systems for which this particular employee is responsible. McKenzie Management has a book offered on our website called Performance Measurements to assist you in the task of measuring the entire list of business systems.
Performance Review for: _______________________. List the employee’s: Position, hire date, today’s date, witness name, witness position, facilitator nameGeneral
Unsatisfactory Performance in the Following Areas:
I have had a performance review on the above date and agree to follow the recommendations for improving my job performance.
Signature of Employee/Date, Signature of Facilitator/Date, Signature of Witness/Date
The best performance reviews that you can give are daily feedback of the great, the good, the bad and the ugly. Waiting to drop the 6-12 month bomb can cause undue pressure and stress for both the dentist/manager and the employee. A formal performance review is a necessary component of an employee’s file and is written proof of communicating job performance issues, should that be a legal issue in the future. But what is best for the overall practice condition should be a daily concern and should be addressed as the situations arise. Giving people feedback that is good, along with guidance and support, sends a message that feedback is not just about the negative and thus improves the working relationships of all involved.
Before offering feedback, say to yourself: What do I want for the practice? What do I want for the relationship with this person? Think of saying something like: “I care about you and I want you to be able to achieve the results that are important to you, and I want to be able to get my results too.”
The other homework you need to do before a feedback session is gather facts so you can provide substantive evidence of the points you want to make. Take a calendar or use your electronic device to write notes or record audio notes including dates and circumstances related to the review of the employee. Making generalizations without dates and details to illustrate your points can make you look abusive and can put the employee on a defensive attack.
Want professional training in this delicate system? Call McKenzie Management today for Dental Business Training Courses.Forward this article to a friend
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