Perf Goals Pic resized 600Motivational speaker and author Brian Tracy once said: “Action without planning is the cause of all failure. Action with planning is the cause of all success.” This certainly applies to performance management. When it comes to performance reviews, a lack of structure often makes the setting, tracking, and managing of employee goals difficult.

Meanwhile, quality and satisfaction measures for patient and resident care demand that employees focus on the urgent issues at hand AND their pre-defined long-term satisfaction and quality goals. By setting employee goals to align with your strategic organizational objectives, healthcare organizations can achieve their key initiatives more easily. Here are three benefits to setting employee goals within your healthcare organization.

1. Setting Goals Establishes Benchmarks for Success 

Individuals need clearly defined goals that apply to their work in order to succeed. But they cannot obtain results without understanding how their goals are actually being evaluated. Setting goals during the employee orientation period and explaining how they’re measured ensures a greater chance of success. These goals should be adapted from something new hires have already signed off on and understand – their job descriptions. Individual goals should then be measured against organization-wide goals. Performance management software with goal functionality enables healthcare organizations to more clearly define those objectives right from the start. By starting off on the right foot with employee goals, new hires get a better understanding of what’s expected of them and what they’ll be measured against to be considered successful throughout the year.

2.  Setting Goals Improves Communication 

Utilizing performance management software makes communication between managers and employees much easier by providing a reminder system that focuses on setting goals. This software also creates an easy way to document goal progress, ensures follow through and creates a better dialogue between managers and employees. By setting online tasks and reminders, performance management software will define your organization’s goals more clearly, and managers will have the opportunity to give employees some direction and prioritization of their tasks in real time through an online system.

Union Hospital successfully rolled out their organization-wide employee accountability initiative by connecting the goals of their front line staff to their key service and quality excellence initiatives. They found that implementing performance management software actually increased regular and meaningful interactions between managers and employees, something that was often lacking before implementation.

3. Setting Goals Promotes Employee Recognition 

For most employees, even the smallest recognition for a job well done keeps them more motivated and driven to succeed. In the high-pressure, high-stress world of healthcare, employee motivation is critical for delivering consistent, quality patient and resident service during every phase of care.

Without proper motivation and drive, it’s easy for employees to feel burnt-out, undervalued and ultimately unmotivated. By implementing goal-based evaluations, organizations can align employee behaviors with organization goals to improve employee engagement. Dr. Frederick Morgeson, Ph.D., Professor of Management at the Eli Broad Graduate School of Management at Michigan State University, has the following advice for healthcare organizations: “Instead of simply exhorting employees to take responsibility, organizations should put structures in place that encourage, enhance and enable their employees to be accountable.”Performance management software makes it easy to document positive employee feedback overtime. Since performance management software makes it easy to document employee successes, utilizing it helps to create an environment that encourages managers to keep track of their employee’s varied accomplishments in order to recognize them, which should drive higher employee satisfaction.

Performance management software makes it easy to document positive employee feedback over time. Since performance management software makes it easy to document employee successes, utilizing it helps to create an environment that encourages managers to keep track of their employee’s varied accomplishments in order to recognize them, which should drive higher employee satisfaction.

Performance management software makes it easy to document positive employee feedback over time. Since performance management software makes it easy to document employee successes, utilizing it helps to create an environment that encourages managers to keep track of their employee’s varied accomplishments in order to recognize them, which should drive higher employee satisfaction.

Performance management software also allows healthcare organizations to review and track their progress to make better and more strategic choices. By setting employee goals in your healthcare organization, you’re helping employees succeed, which ensures your organization will succeed. Happier employees = happier patient and residents.

When institutions provide a satisfying and supportive workplace for employees, patients and residents are more likely to have a positive experience. Judy Gracia, Vice President of HR at St. Tammany’s Parish Hospital has observed: “Happy employees result in happy patients and HCAHPS points go up.” Human resources can play an active role in evaluating employee satisfaction and identifying areas for improvement – setting goals is a great way to start. By setting employee goals to align with your strategic organizational objectives, healthcare organizations can more easily stay on track of their key initiatives.


 

Building Employee Engagement: How to Improve Employee Retention and Increase Patient Satisfaction

About The Editorial Staff

The Editorial Staff is a team of writers with a passion for helping healthcare organizations manage their biggest and most important investment: their employees.