Pro
Related Posts
Bowl Leader
Chief
Conversation Starter
More Posts
Conversation Starter
Community Builder
Additional Posts in Healthcare
Pinnacle Home Care is hiring home health RN's and LPN's for the Pinellas County area in Florida. We are offering a $20,000 sign-on bonus to RN's and $2,500 sign-on bonus for LPN's! Please reach out to me at jgranese@pinnaclehomecare.net for more details, answer any questions, etc...
Look forward to talking to you :)
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
I always use the sandwich approach to soften the blow OP. So I tell them something they are doing right, followed by what they need to improve, and then add in one more thing they are doing right. I find this method helps them to see that I also do notice all the things they are doing right and feel less discouraged.
I can see the value in that, I just feel like it's become the go-to explanation for something that is more complicated than such a simple structure, but that's just me
One thing I've used is to remind myself to keep a focus on the future. And to frame things as not reprimanding about what has been done, but pointing out ways that things can be done well going forward. If you can get someone motivated to do a good job in the future, that's a win.
Plainly state the standards you expect and give her the time and possible strategies to improve and better herself it doesn’t need to be a sandwich of good layered with bad that’s how you speak to children you can be respectful and helpful if there’s no write up or verbal warnings then just give friendly advice and tell her she needs to improve with ABC of her duties and tell her you’ll be watching to see her progress and aid in her development while encouraging a more positive attitude and understanding environment
Thank you! I feel like it shouldn't be so hard to be honest with people. I appreciate your suggestions
Lol... and so what do you get? The sandwich approach. :)
When I was being mentored as a new manager, I was taught that there should be NOTHING in a formal performance review that comes as a surprise. I have followed that rule, with the exception that I do love surprising staff with the good surprises, such as reminding them of accomplishment from 9 months ago that they had forgotten about (or thought I had), or notes of appreciation I had received about them from their colleagues throughout the review period. But as for areas requiring growth or improvement? Those should never be new information. So these specific areas that you need this person to work on: is the person well aware of each one? Do you have time for an informal meeting ahead of time to say that you're working on this review, and it will include the excellent progress made in many areas, and (not but) some areas that still require further development. You don't want those to come as a surprise, so here is what you are going to address for those, because you don't want the employee to be surprised and you thought they might even have thought about them already and might be working on some actions to address that you could include in the review. If the employee says yes, I'm aware, and here's what I have been doing, great, write those things down and include them (and add to them with your own). If employee is surprised, then you have accomplished your mission, because the surprise came early, and the employee is now informed, and you can add the action plan tou have devised. And with every other employee you onboard from now on, there will be a checklist that they work through so they KNOW where they stand and next time the review will absolutely not contain any unhappy surprises!
In evaluating an employee it may be helpful to write in objectives and goals. The objectives or goals not met should outline steps to take to accomplish 💯 percent efficiency.
But how do you make sure they realize that they are not meeting your expectations now?
I always found it encouraging when my leadership would ask me is there anything that I needed from them. That is an opening for conversation on what you need from them as well. Tell her areas that she's strong in before leading in with the weaknesses. Then create a cadence to check in for 15-30 min meetings to make sure those areas are being displayed. Goodluck
Yes I like to do this, they don't always take me up on it but some do!