Optical Prism October 2016 | Page 29

JOB DESCRIPTIONS Managing performance means the employee needs to first understand their role and responsibilities. It is crucial to communicate from the beginning of a new hire and again as the role grows and changes all responsibilities, goals and objectives. This should be updated regularly. The recommended averageis every year. SET GOALS It’s a known fact that if you want something to happen you need to spell it out. No different with performance goals. Don’t expect or assume an employee knows what is expected. Set specific, attainable goals then communicate it very clearly, either in person or in writing. Posting those goals for the entire team to see encourages further motivation. TRACK PERFORMANCE Don’t set goals if you are not going to track and measure them. Employees get frustrated with leaders who set expectations then never do anything to see if they were achieved or not. Set, measure, document and publish results for the entire team to see. Not only will it show who is performing and who is not it clearly states you as the leader are watching results and holding employees accountable for their individual goals. EVALUATE & PROVIDE FEEDBACK I never was a fan of the “yearly” performance evaluations. Most employees get nervous and view it as a negative experience versus what it should be and that is a positive time with the leader. I believe more in quarterly coaching sessions that last 30 mins or less where you review the goals and expectations of the individual and the team initiatives. Here you and the employee can have a positive discussion on both great results or how to improve if targets are not being met. Every coaching session should send the employee off feeling pumped up and ready to help more patients. REWARD & MOTIVATE Every employee wants to be recognized and appreciated from time to time. When someone hears that they have done a good job they want to do it again and hear it again. Employees also like to WIN once in a while so setting up challenges so the team can win a prize like a fun team retreat or a monetary reward can go a long way in instilling teamwork and results at the same time. Find ways to reward and motivate the t eam so they feel likethey are working together to accomplish a unified goal. Last thoughts... when you create a performance plan for your office you are making your workforce stronger and more effective. You are holding them to a higher level of accountability and the right employees will love and embrace that concept. Optical Prism | October 2016 27