Performance Management NSCI 5712 PDF

Performance Management NSCI 5712 Introduction to Veterinary Clinical Practice Employers & Staff Competency  All staff should be able to complete work within most areas of the clinic  Adequate teaching is vital to staff success  Guidelines for time frames to achieve competencies are a good idea ...

Performance Management NSCI 5712 Introduction to Veterinary Clinical Practice Employers & Staff Competency  All staff should be able to complete work within most areas of the clinic  Adequate teaching is vital to staff success  Guidelines for time frames to achieve competencies are a good idea  Staff need to be responsible for their actions and should be motivated to do better  Health care workers have to be LIFELONG LEARNERS What are Attributes of a Lifelong Learner?  Read daily  Attend CPD courses  Seek growth opportunities  Take care of themselves and their bodies  Have diverse passions  Love making progress  Challenge themselves with specific goals  Embrace change  Believe it’s never too late to start  Attitude is contagious – constantly wants to do better  Leave comfort zone  Never settle – always keen to learn more about anything What is Performance Management? “The goal of performance management is to promote and improve employee effectiveness. It is a continuous process where managers and employees work together to plan, monitor and review an employee's work objectives or goals and his or her overall contribution to the organisation.” (Adapted from from http://hrcouncil.ca/hr-toolkit/keeping-people-performance-management.cfm) Performance Review Cycle Continuous Transparent Fair Flexible Adaptable Clinic Adapted from https://www.dairynz.co.nz/people/managing-your-team/performance-and-discipline/ Performance Management Challenges For the Supervisor/Employer For you - the Worker/Employee  Setting Clear & Realistic Expectations  Unclear Expectations  Measuring Performance Objectively  Subjective Evaluation Criteria & Perception of Unfairness  Providing Timely & Constructive Feedback  Lack of Feedback  Addressing Performance Issues  Difficulty in Addressing Performance Issues  Managing Employee Engagement  Developing a Performance Culture  Limited Opportunities for Development  Providing Adequate Resources for Development  Work-Life Balance Maintaining Consistency  Career Growth & Recognition  The Most Common Review Types  Traditional Reviews Typically utilises a rating system based on technical & professional skills, reviewed in a oneon-one conversation.  Employee Self Evaluations Places the employee in the driver‘s seat, encourages self-accountability and the assessment of personal goals. The job of the manager is to supervise the process and review the selfevaluation with the team member.  Anonymous 360 Evaluations Involve a written list of questions – often focusing on collecting feedback on strengths, opportunities for development and relationship dynamics – completed, anonymously, by the team on one another. Criticism versus Feedback Criticism focuses on what we don’t want Feedback focuses on what we do want Criticism focuses on the past Feedback focuses on the future Criticism focuses on weakness Feedback focuses on building up strength ……………………...…………. ……………………...…………. ……………………...…………. Feedback inspires ……………………...…………. Criticism deflates! Criticism says “You are the problem!” Feedback says “We can make this better together” The next time you receive constructive criticism from your manager or a peer, use this six-step process to handle the encounter with tact and grace. How to take (constructive) criticism graciously 1. Stop Your First Reaction Stop and think before you make that silly dismissive face, stay calm! 2. Remember the Benefit of Getting Feedback It improves your skills & your relationships. It helps you to meet expectations of the role & your own goals. 3. Listen for Understanding Active listening to understand their perspective. 4.Say “Thank You” Even when you disagree 5.Express Appreciation They made an effort to tell you. Show that you are openminded and want to improve 6.Ask Questions to break down the Feedback You might want to get other viewpoints as well. 7.Request Time for a Follow-Up. Practice Self-Compassion Veterinary Clinic Performance Management  May or may not exist or is poorly executed  If it does, embrace it! Learn from it!  Its not that easy to do it well  This is an industry full of women, …  Is there a difference when the boss is a man?  Be humble and gracious especially when new staff member, or when you’re the leader and new staff enter. Always be open to learning new things. Identify Qualities of a Great Veterinary Nurse Assistant Identify a Great Vet Nurse Role Model Assessing & Improving Your Own Performance Analyse Their Greatness Identify Similarities and Differences Focus on Areas for Improvement Take Responsibility and Learn from Mistakes Embrace All Feedback View all feedback as valuable insights for improvement If I don’t know what I’m doing wrong, how can I get better? I don’t think I’m perfect, so I don’t expect perfect marks/reviews. We are often our harshest critic. My Thoughts If I owned the business – would I be happy to pay myself the same rate for the job I’m currently doing? If I have a problem, I discuss it civilly with the person. If someone tries to discuss things with me, I try to be mature and open. I listen to the problem and try to work together to resolve it. Above all: treat others the way you want to be treated! Clinical Evaluations as part of your 5710 Practicum Do you feel that your attitude towards being evaluated has changed?