The 360° Performance Evaluation
By Jenn Robertson
Known by many names - employee evaluations can be unnecessarily stressful by the nature of how they are administered and the unknown expectation of both parties involved. Clarify the outcome and make your evaluation process something that everyone on your team looks forward to by employing these simple guidelines.
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 - Separate performance evaluations from annual compensation review.
The nature of at "evaluation" may imply that this would be the time for the team
member to request a pay increase or benefit of some level. Whether intentional
or not, this reduces the objectivity of not only the doctor but the employee.
The doctor may be looking for improvement areas and focus their attention on
minimizing the positive performance areas. Employees as well, may feel that asking
for training or assistance in specific areas which need improvement may hurt their
chances for a pay increase. Some practices find that reviewing compensation for
the entire team in April after tax season on an annual basis and having evaluations
near an employees anniversary date works well. It allows praise to flow freely,
and the longed for feedback by team members is shared without concern about the
impending and sometimes uncomfortable conversation regarding pay.
- Utilize the 360 degree methodology.
To understand not only how your boss or employee views you, but also how your team members rate your performance in behavioral areas is enlightening to say the least. This is done in written form, with each member's answers remaining anonymous. It easily allows feedback in areas that the doctor may have little insight. For instance, if the doctor doesn't witness front desk activities due the nature of the office layout, they may not have any real objective feedback on what can be better in that area. However, a workmate may have a different opinion that can create an excellent catalyst for change on the team. Try a simple 1 – 4 rating system to describe an individual's perception of a teammate's performance. An advantage to this system is that it stimulates conversation in areas and doesn't lay evaluations solely on the doctor's shoulders. Team members remain more than fair to their teammates as they know they will also be evaluated in the same regard. In addition, with the feedback from the entire team, patterns will develop in their answers. For an example evaluation, email jenn@golddustdental.com.
- Focus on What's Working and What Can Improve in Key Areas of behavior and attitude.
Celebrating success is as important as developing action plans to improving areas of performance. Much of what will influence an employee's growth, nothing is more important than simply their attitude and perception of their contribution. Rather than reviewing Attendance and Timeliness, review Approachability and Willingness to Help. The very nature of WHAT you are discussing can impact the effectiveness of those discussions. Ensure that action steps are agreed to and due dates for those steps are implemented at time of review.
- Encourage Upward Evaluations of the Doctor.
Simply by asking for your team's input you are demonstrating a fine quality of leadership. Think of it as a blood pressure reading. If one can identify and accept constructive suggestions regarding perceived weaknesses, oftentimes a doctor can head off potential "badattitudes" by employing this objective measurement of the quality of your leadership.
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Feedback, identifying areas for improvement and celebrating successes are a key component to creating and maintaining a healthy team culture. Make this your New Year's resolution!
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