Top 3 Healthcare Performance Management Trends for 2017
The effectiveness of your performance management strategy may be one of the most important facets contributing to your healthcare organization’s long-term success. The fundamental goal is to work together to improve employee efficiency, maximize talent, and assess progress to ensure employees are meeting their objectives and career goals. It’s a continuous process that empowers, inspires and engages employees in ways that foster ongoing learning and improvement, making your people a competitive advantage.
If you’re in the process of reforming your performance management process, here are three trends you should consider as you strive toward a more agile and efficient healthcare workplace.
1. Annual Reviews to Continuous Feedback
More than one-third of U.S. companies are doing away with the traditional annual performance review and adopting the continuous feedback and coaching model. Implementing an ongoing improvement structure allows employers to collect and evaluate the pulse of employees in a more easy and timely manner. Healthcare workers, for example, are exposed to unique challenges every day. Instating a system of continuous feedback can help improve patient safety by increasing transparency, remediating future issues, and enabling managers to make more informed decisions.
2. Training Culture to Learning Culture
Developing a culture that supports continuous learning is key to any healthcare organization’s lasting success. Employee learning is no longer in a classroom, delivered by a trainer away from the worksite, with content and activities selected by an instructional designer, says Stephen Gill, a performance improvement expert with over 25 years’ experience, in a recent ATD article. This is antiquated thinking.
“In a learning culture, responsibility for learning resides with employees, managers, and teams,” Gill says. Employees are expected to seek knowledge and skills and apply that learning when and where it is required. Knowledge and skills are shared freely among units. Teams learn from the successes and failures across all departments, creating a more sustainable and adaptable organization, he says. This is pivotal as healthcare continues to adapt to advancements in technology, changes to regulations, and experience new threats to data security.
3. Employee Engagement to Employee “Experience”
Although employee experience is a relatively new term, the concept has existed for years. Charles Rogel, Vice President of Products and Management at DecisionWise, a globally recognized talent management company, defines employee experience as the sum of the various perceptions employees have about their interactions with the organization in which they work. These perceptions drive how employees feel about their work and how much effort they put into their job—similarly to employee engagement. This is particularly important in healthcare, as vulnerable patients require attentive, dedicated staff and caregivers who respond swiftly in stressful settings. Moreover, the employee experience also determines how companies are at attracting, retaining and engaging their workforce, which will be key advantages successful companies use to win top talent in 2017 and beyond, Rogel says.
As healthcare communities continue to face shortages and learn how to adapt to change, employers must reexamine current processes and discover new, more effective ways to develop their team’s talent. Do you have any performance management tips or best practices you’d like to share? We’d love to hear from you!