• We want to foster a culture of ongoing learning and development for our employees
  • In the upcoming year we continue to focus on enhancing learning and development opportunities for all levels in the organization
  • Remember that as leaders we can support ongoing development even during the day-to-day, for example:
    • Cross-training
    • Continuing Education opportunities
    • Collaboration on a project
    • Huddles
    • Opportunities for new learning, trends or updates relevant to the employee’s job
    • Exposure and inclusion to a problem-solving scenario where ideas can be shared for new workflows, systems, patient experience enhancements, and more
    • Keeping teams updated on a new initiative and the why behind it

Tips: Performance Reviews

  • Be prepared
    • Collect all data and information to help support your feedback – be specific
    • Consider an employee self-assessment to create a starting point
  • Communicate clearly
    • Things to replicate that are going well, to reinforce or continue
    • Things to develop, learn, improve (needs correction, adjustment)
  • Use the form as a vehicle to drive performance forward
  • Discuss possible solutions as a start– involve them in the process
    • What are your ideas to work on this… It would be great to hear your thoughts…
    • Let’s check in on this moving forward…How can I best support you?
  • If you failed to give timely feedback – determine if it is valuable now
    • Let’s discuss some items from this review period to help in the upcoming year
    • Although we didn’t have a chance to discuss, it is important to have the conversation now, let’s be sure to check in more
  • Thank the employee and wrap it up with a commitment or plan
    • I appreciate our discussion, your dedication, contributions, ideas…
    • I’m looking forward to working together on this…