Performance Management (PM)
Importance in Healthcare
PM helps the executive team to set clear goals and communicate them to the workers thus creating a harmonized workforce. It is a necessary tool for recognizing talent gaps and taking the appropriate action to bridge them. 360-degree assessments, one of the performance management approaches engages multiple sources in staff appraisal thus giving the worker a fuller picture of their individual output. However, it consumes time at the expense of other significant roles.
PM is an important process in healthcare since it helps the organization to set and revise goals. Staff members must understand what the management expects from them and how they need to act to meet the objectives of the facility (Lega, Prenestini, & Spurgeon, 2013). PM guides the business to set goals for all the parties involved in the execution of duties such as managers, teams, and individuals. As a result, employees know what activities deserve a priority besides understanding the right direction to follow in achieving the firm’s mission and vision. Being knowledgeable on why a business exists and its focus fosters a feeling of ownership among workers (Lega et al., 2013). As a result, employees can perform beyond the company’s expectations to meet the firm’s targets.
PM helps in assessing individual work output and giving staff members an honest feedback on their performance which motivates them to improve on their weak areas (Lega et al., 2013). Identifying skill gaps gives the workforce a clear insight into the competencies they must acquire to progress in their professions. PM helps the management recognize employees for good work and reward their positive performance. As a result, workers feel appreciated and in return become more loyal to company policies (Lega et al., 2013). Moreover, staffs who receive recognition are likely to stay in their jobs longer beside embracing the organizational culture and influencing their colleagues to uphold the ethical practices of the business.
It is a method of reviewing n employee by engaging several parties who have a direct or indirect contact with the staff to give their opinion of the workers’ performance instead of relying only on the feedback of the immediate boss (Kaur, 2013). Additional reviewers include coworkers and customers.
The method has various benefits such as giving the employee under review a greater clarity. The multiple levels of assessment are important in giving a worker a fuller picture of their individual work output. Staff can thus distinguish their weak areas which need improvement and focus on overcoming them (Kaur, 2013). The approach also minimizes room for bias since having multiple sources reviewing a team player prevents the likelihood of personal biases influencing the review. Further, seeking the opinion of clients in the review process helps improve customer service (Kaur, 2013). Employees might not understand what is working in pleasing the clients, but the customers will suggest these tactics in the review, and the worker can adapt them to better their services.
The method uses reviewers such as coworkers and clients who might lack the necessary evaluation training. As a result, their feedback might be insignificant as they are likely to focus on unimportant aspects which have no relation to work performance (Kaur, 2013). It is also a time-consuming approach since engaging many people to conduct a review means these reviewers spend less time on other substantive duties. Besides, the 360-degree assessments could decrease the morale of the employee especially when they receive negative reviews from a large number (Kaur, 2013).
Conclusively, PM is significant in healthcare as it helps the managers set and revise goals to ensure they are compatible with the workforce. Further, PM creates room for employee recognition which increases their motivation. 360-degree assessment is a performance management approach that involves using multiple sources to evaluate staff. Whereas it gives workers a fuller picture of their performance, it is a time-consuming exercise and can demoralize an employee who receives negative appraisal from many people.
Kaur, S. (2013). 360 Degrees Performance Appraisal-Benefits & Shortcoming. International Journal of Emerging Research in Management and Technology, 2(6), 83-88.
Lega, F., Prenestini, A., & Spurgeon, P. (2013). Is management essential to improving the performance and sustainability of health care systems and organizations? A systematic review and a roadmap for future studies. Value in Health, 16(1), S46-S51.