The feedback you provide your employees about their job performance can help your team rise to success, depending on your evaluation process. Although evaluations can seem like a good time to share everything your employee needs to change, there are several purposes for the review. Additionally, not all evaluations are equal as they vary when conducting weekly or bi-weekly one-on-one sessions, 90-day reviews, or annual assessments. Our dental practice consultants at Bryant Consultants share on the blog today different types of team member evaluations and how they can improve your organization when used correctly.
Weekly or Bi-Weekly One-on-One Sessions
Weekly or bi-weekly sessions with each employee in a one-on-one setting may be more time-consuming, but it is the most effective way of discussing challenges and addressing areas where you would like to see improvement. You should also consult the positive elements and enhancements based on the previous week’s reports during the weekly sessions. Additionally, our dental office coaches recommend using the time wisely to connect personally with each staff member. Understaffed businesses may struggle to schedule one-on-one sessions every week or two weeks, but you can still achieve excellent results with a session once a month.
90-Day Evaluations
A 90-day evaluation serves the purpose of welcoming a new team member, informing them of how they are performing, and establishing goals for their first year. The 90-day assessments focus more on setting goals and less on criticism, saving it for the one-on-one session. Our small business consultants explain that a suitable method for encouraging positive behavior is to establish an achievable goal that the employee could reach reasonably. Then explain what job performance you would like to see from the employee within one year. Finally, continuously check in with the employee to ensure they remain on the right track and provide encouragement when things get tough.
Annual Performance Review
Annual reviews should focus on a more positive experience instead of a negative one. Although it’s common for team members to arrive with shot nerves, the annual evaluation should cover their progress and a little more. Since the yearly review is closer to a check-in process, our small business coaches recommend asking questions about their position as outlined below:
- Are there areas where you feel underutilized?
- Do you feel you get along with other team members?
- Do you feel challenged enough in your daily activities?
- Is there anything you would like to share or discuss with me?
Suppose you suspect you will not keep a particular team member because of their performance. In that case, an annual performance review should not occur until you discuss the situation in a one-on-one session and see some progress. Then, if they ask about their yearly evaluation, explain that it is impossible to evaluate them until they address the already discussed areas of needed improvements.
The Right Mindset for Feedback
The purpose of providing feedback is to create an environment where the team members feel safe, capable, and empowered to make the necessary job performance changes. A practical method for this approach is through reinforcing positive behavior and redirecting negative behavior, which can lower an employee’s defense response to criticism. In addition, you can foster a problem-solving environment, which helps them feel like a vital team member.
Negatively addressing or speaking down to an employee in the other team member’s presence is not a good idea. Along with embarrassment, they could feel publicly shamed, making it an uncomfortable working environment. Therefore, save the tough talks about tardiness, repeated failure for improvement, or attitude for a one-on-one session, even though it may be a day or two before the discussion commences. However, our dental practice coaches explain some instances, like a job performance issue, where it’s necessary to address the problem immediately and not wait until the next scheduled meeting. Delaying some conversations could cause adverse actions during inappropriate times.
If you would like to learn more or schedule a complimentary one-hour consultation, please contact Bryant Consultants by calling (877) 768-4799. We provide consultation, training, and coaching for dental practices across the country. To ensure that you receive the latest updates, please follow us on Facebook and Instagram.
