Top Human Resources Mistakes: #2 Failure to Conduct Performance Reviews

Posted on by HS We Do That | Category HR

By Rebecca Boartfield and Tim Twigg

Performance reviews are critical. Evaluating job performance, providing employees with constructive feedback, and jointly discussing and addressing areas for improvement are essential for a staff person’s success. Equally important is having a true picture of each person’s performance, or lack thereof. This is particularly useful when justifying why a certain person was discharged and another was not if a decision is ever questioned.

Much too often, however, dentists fall short in conducting performance reviews with their employees. We hear many excuses; “no time,” “don’t understand how,” “fear of conflict,” “fear of employee reaction,” just to name a few. These excuses can be eliminated once dentists understand how performance evaluations can best be handled.

Performance reviews should be a positive dialogue between the employer and the employee. Focus attention on ideas and solutions for improvement using a current job description as an objective guide on the employee’s duties and responsibilities.

Nothing included in a formal performance review should come as a surprise to the employee, so don’t wait until the review to provide feedback. Use ongoing opportunities to advise employees of their progress and share compliments and/or constructive criticism.

Throughout the year, keep notes related to each employee’s performance. This practice will enable you to prepare a comprehensive evaluation consisting of compliments, feedback, and a more accurate analysis of the employee. When appropriate, also relate evaluation comments to comments made in evaluations from prior years.

New employees should receive two performance evaluations in the first 90 days: one after four weeks and a second after 11 weeks. This approach compels you to observe the new employee’s performance closely. For legal and managerial reasons, it’s better to let someone go during the orientation and training period rather than later.

For consistency and ease of preparation, use specific performance evaluation forms covering items such as quality and quantity of work, job knowledge, and staff and patient relations. Resist the temptation to give everyone high marks. Be fair and honest in your analysis.

Check back next week for another top Human Resources mistake or schedule a free consultation to learn more.

Previous Post:
Next Post: