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5 things for PMs to consider during a performance review

GP practice staff appraisals are a standard part of measuring performance. Though they seem like a straightforward task for most managers, it’s easy to overlook some of their elements. Given how important appraisals are to the growth of both individuals and teams, we have shared some tips below to remind you how to conduct an effective performance appraisal for all your staff.

But first, why do we need appraisals? There are two main ways in which appraisals can be beneficial to an organisation:

  1. They help to focus all goals, development and plans on moving the organisation forward and improving the way it operates.
  2. They encourage everyone to reflect on the contributions they make, their successes, and how they can improve their performance further.

It’s important to remember that appraisals should not merely be annual conversations, but should also include regular meetings, on a daily or weekly basis.

 

If you’re a practice manager looking for easy ways to make performance reviews successful in your workplace, then these 5 tips will help ensure your appraisals are positive, motivational aids:

  1. Encourage a two-way, open discussion

The spirit in which you approach this conversation is key, as your employee needs to feel that you want to help them improve and that your intention is genuine. You can ask the employee open questions relating to their performance as well as for any feedback they may have. A positive relationship with your employee will make the conversation easier and more effective.

  1. Preparation is key

Arrange a private meeting with your employee, giving sufficient notice (two weeks in advance) for preparation. FPM member have access to the following guidance in the Policy Library:

  1. Remember to listen

It is very important to actively listen to your employee and make them feel valued, especially when discussing their performance. Consider encouraging them to propose new ideas, and make them feel that they are a valuable member of the team.

Remember: "When leaders involve people in decisions and value people's ideas, resistance turns into productive energy."

  1. Discuss ideas for development

The performance appraisal should focus on how the employee can move forward to achieve their objectives and your practice’s goals. It’s important to discuss things that haven’t worked so well, or areas in which your employee has struggled, but the focus should remain on your employee’s future development.

  1. Agree actions that need to be taken

With the employee’s future development in mind, practice managers should come out from the meeting with an action plan for each individual which should include realistic deadlines and specific dates to measure progress by.

Our partner organisation Thornfields offers workshop courses which can help with your appraisal process - follow these links if you’d like to learn more about Fine Tuning Your Appraisal Skills, or about Handling Difficult Conversations.

 

 


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