Question

• What are some strategies to consider when delivering performance appraisals to health care employees?
• What has or has not worked for you in the past, either as a manager or employee receiving a performance appraisal?

Answer 1

Be Transparent - when reviewing an employee, it is essential to tell them what they are doing well, and where they need to improve directly. Do not try to soften the blow, or beat around the bush. Employees trust you and give value to the feedback when they feel you are open and transparent with them.

Tips:

1) Set clear expectations. Provide them on the first

of employment.

2) Provide feedback all year. 3)Ask first, tell later.

4) Do not complete the form until you have the

discussions.

5) Guarantee no surprises at the annual meeting. -

Performance appraisal has three basic functions:

(1) to provide adequate feedback to each person on his or her performance;

(2) to serve as a basis for modifyingo orchanging behavior toward more effective working habits; and

(3) to provide data to managers with whicht they may judge future job assignments. - Problems With Performance Appraisal

Some Of the Problems with Performance Appraisal:

1) Compare/contrast error.

2) Similarity error.

3) Bias.

4) Stereotyping.

5) The Halo effect.

6) Recency effect.

7) Attribution error.

- This are some problems which affect someone or the other during performance appraisal.