Performance evaluations measure the contributions an employee makes to an organization over a set period—annually, at least, and as needed. Well-implemented evaluations gauge an employee’s work performance, help align organizational goals, identify professional growth opportunities, and allow achievements and challenges to be formally recognized and addressed. Further, evaluations should be objective and transparent—but they often feel anything but. In fact, performance reviews often create needless stress for leaders and employees alike, as Sterile Processing (SP) professionals can often attest.
One problem is annual evaluations often sneak up on employees and managers, leaving them unprepared to adequately evaluate and address performance. This can be further complicated when employees work off-shifts and weekends, making it difficult for the departmental leader and staff to interact regularly. Instead of dreading the performance review, however, leaders should embrace it and help their employees do the same. Properly executed annual performance reviews can offer numerous benefits for employees, managers and supervisors, and the organization.
Laying the foundation for success
The annual review process can be stressful, and employees may feel the process and outcomes are unfair. Biases, for example, can contribute to challenging, ineffective, and unfair reviews. To eliminate bias, SP leaders should prepare well in advance of the review and ensure that their employees know how to prepare as well. Managers should never show partiality or favoritism, and always recognize accomplishments and improvement opportunities for all.
Employees want objective feedback. To make the annual review process beneficial and meaningful, leaders must take adequate time to review pertinent documents such as job descriptions, skills competency, quarterly check-in results, employee self-assessments, and outcomes from the previous year’s performance evaluation. They should also ask employees to assess their own performance. Some organizations take employee self-assessment a step further by including reviews from the employees’ peers and colleagues, other company leaders and, in some cases, customer feedback. Broader assessments can bring to light key accomplishments, progress and goal attainment, areas of exceptional performance, additional responsibilities assumed, and areas where more knowledge and skills development are needed or desired.
Ongoing evaluations essential
Utilizing a performance management system is essential for ensuring employees can manage their critical tasks effectively, safely, and according to standards, guidelines, regulations, instructions for use, and policies and procedures. Such systems are not just comprised of the annual employee evaluation but also should include routine employee check-ins and brief informal and formal meetings to drive performance improvement and identify challenges.
Through this process, employees can be challenged to grow and engage in other professional activities and tasks throughout the year. It is essential that SP leaders meet with their employees regularly to strengthen connections and communication, oversee progress and barriers, and improve employees’ overall performance in their roles. Leaders who withhold reviews and communication until the annual performance review miss opportunities to identify and address problems proactively. Equally troublesome is that employees may feel that their challenges and contributions aren’t being recognized, which can lead to poor job satisfaction.
Leaders should engage in focused, intentional feedback, and they should also ensure that employees feel comfortable providing it. Doing so helps create a culture of transparency, teamwork, and openness that all staff members, regardless of title and tenure, will appreciate.
Conclusion
Annual performance reviews play a pivotal role in an organization’s success, and certainly the success of Sterile Processing departments (SPDs). Understanding the challenges of traditional annual performance reviews and embracing a more structured approach helps leaders foster better employee engagement and satisfaction, align employees’ goals with the organization’s objectives, and ensure everyone is working cohesively toward the same goals. Incorporating regular check-ins, setting meaningful and attainable goals, and offering bi-directional feedback will all serve to make the process more pleasant, beneficial, efficient, and engaging.
