Performance reviews accomplish several important goals. They recognize high performers, correct issues before they become a problem, communicate expectations, foster growth, and encourage engagement.That just scratches the surface. For a more in-depth look, check out our blog.

A group of smart people is very different from a high-performing team. To help everyone move as one, it can be helpful to do much of your people management at the team level. That includes developing goals, providing feedback, rewarding performance, and providing training. It shouldn’t replace individual feedback and reviews, but it can bind your people closer together.

To put it simply: a whole lot! Fortunately, we’ve written a comprehensive guide to healthcare performance reviews. In one sentence: a healthcare performance review can be split into reviewing the employee’s successes, opportunities for growth, and goals. If you’ve covered those three categories, you’re off to a great start.

The first step in tracking the performance of your employees is setting clear, measurable Key Performance Indicators (KPIs). Once you have something you can measure, you can have honest conversations about how your employees are doing. And you won’t have to rely on fuzzy feelings that can devolve into emotional conversations.

For your patients: They’re not getting the up-to-date care by the most informed practitioners. For your practice: You’re exposed to practice-killing lawsuits and settlements if anything goes wrong. So make sure you have a platform or system (like HR for Health) that automatically lets you know when your employees are due to recertify.

Tracking your healthcare employees’ violations protects the company if, heaven forbid, you need to let an employee go. If you don’t have a paper trail that an employee is falling short, you leave yourself open to all kind of lawsuits that claim you let them leave for unsavory reasons. And that leaves your practice open to losing a whole lot of money.