Individual Performance
Working in healthcare as a medication administration technician and pharmacy technician has paved the way for my individual performance growth. In a fast-paced health environment where time matters it is increasingly important to maintain the crucial aspects of cohesion and interdependence within teams; While emphasizing their impact on organizational efficiency, productivity, and employee satisfaction (Colquitt et al., 2021).
Organizations require leaders that possess a human-centered ability to make careful judgments in discussions, resulting in prompt and effective actions that benefit individuals and enhance organizational results. I am deeply concerned about transparency and responsibility because I believe they are crucial elements in maintaining a healthy and productive work environment.
Responsible individuals ensure that others are informed, as they recognize the potential value of information to others (Colquitt et al., 2021). These actions contribute to the cultivation of a healthy work environment, while simultaneously promoting collaboration among coworkers. I approach tasks with a determined and resilient mindset, contributing actively to my team and the people we serve. My commitment to excellence enables me to overcome challenges effectively and maintain optimal performance. I've noticed a meaningful link between personal accomplishment and a sense of purpose. This connection significantly influences my internal drive and commitment to my professional endeavors. Additionally, I excel in emotional intelligence. This proficiency enables me to adeptly regulate my emotions and self-motivate, underscoring my dedication to personal growth and progress.
Here is an example of a balanced scorecard I created to help measure goals relevant to assisted living.
References
Goldsmith, M. (2014, August 26). FeedForward: Coaching for Behavioral Change. [Video]. YouTube. https://www.youtube.com/watch?v=BlVZiZob37I
Knight, R. (2011, November 3). Delivering an Effective Performance Review. Harvard Business Review. https://hbr.org/2011/11/delivering-an-effective-perfor
The organizational mission of a company is vital. Fulfilling the organizational mission statement involves working together as a cohesive team towards interdependent goals.
Organizations have many ways of measuring the multiple goals they have. Reviewing the balanced scorecard confirms that specific measures must be taken to reflect an organization’s mission statement (Kaplan & Norton, 1992). The balanced scorecard provides a tangible way for organizations to track patient concerns in multiple categories: time, quality, performance, service, and cost (Kaplan & Norton, 1992).
Reference
Kaplan, Norton. (1992, August 1). The Balanced Scorecard—Measures that Drive Performance. Harvard Business Review. https://hbr.org/1992/01/the-balanced-scorecard-measures-that-drive-performance-2
Value of Performance Appraisals
Performance appraisals can be more than a robotic interaction with employees to meet organizational requirements. Performance appraisals can be used to inspire high performers to higher highs and to redirect low performers (Knight, 2011). Since they require an appraiser to sit in judgment and offer candid advice, even the most meticulously planned performance appraisal can be difficult (Knight, 2011). Many people naturally avoid conflict and offering candid advice can feel confrontational. Subsequently, managers can negate the benefits of the performance appraisal entirely by not being candid and create a perception that performance appraisals are a waste of time.
Best Practices
The goal of performance appraisals is to accomplish behavioral changes in the workforce. One philosophy rooted in coaching for behavioral change is called FeedForward. Recognizing that people cannot change the past, and also recognizing that judging ideas prematurely will ultimately silence the sharing of input and ideas, FeedForward is a unique form of coaching that managers can use to inspire change and improvement in their workforce (Goldsmith, 2014). Other important best practices for performance appraisals is to set expectations before the appraisal and to stick to a fair and equitable standard also known as holding your ground (Knight, 2011). When a manager measures different people by different standards making excuses based on circumstance, it can assure low performers that there’s no need to improve while undermining high performers’ sense of accomplishment (Knight, 2011).
Conclusion
In conclusion, candid feedback as part of performance appraisals is important not just to individual employees but to the talent management strategy of the whole organization. The inclination to avoid conflict can be powerful, but when a manager avoids necessary conflict they are avoiding their responsibilities not just to the individual employee but to the whole organization. Candid feedback does not need to come from a place of aggressive conflict. Instead, positive coaching strategies like FeedForward can be used to provide that candid feedback while maintaining a positive atmosphere.
Integrity. Empathy. Leadership.
Faye Lain©Copyright 2024. All rights reserved.
Alaina F Molle
alainamolle@gmail.com
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