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This post is an excerpt from our white paper, Attention Healthcare Performance & Learning Management Professionals: How Satisfied Are Your Internal Customers? Healthcare HR and learning teams serve many people throughout their organizations, from senior leaders to hiring managers and employees, and it can be challenging to support so many internal stakeholders. Download our free white paper to learn how performance and learning professionals can better serve their internal customers. 

Performance management systems make evaluations more transparent to all participants in the process. This results in higher levels of accountability and engagement across the organization. Consider the different ways that this type of talent management technology can improve service to various stakeholder groups. Here are six ways HR professionals who manage performance can use technology to serve internal customers.

1. Simplify the evaluation process for managers.

Performance management systems reduce the amount of time that managers must spend on the administrative aspects of employee evaluations. This enables them to spend more time on face-to-face meetings with staff, where they can discuss strengths, weaknesses, and goals for the upcoming year.

Alerts can also be configured, which give managers greater awareness of what needs to be done and when for employee evaluations. UnionHospital, Inc. in Terre Haute, Indiana, has configured notifications in its performance management system to alert managers 60 days before evaluations are due, as well as alerts that prompt managers to get employee sign off on job descriptions.

2. Help employees feel a greater sense of alignment with the organizational mission

A structured performance evaluation process can lead employees to a better understanding of the organization’s direction. At Union Hospital, for example, each employee has the opportunity as part of the evaluation process to create up to four goals and to align them with the overall hospital goals. These employee-level goals are documented in the performance management system, so both managers and staff can refer to them over the course of the year. In addition, new employees have a 120-day evaluation that assesses their performance relative to the organizational mission.

The performance management system guides managers through the three-month review process and employees can revisit their results online. “Our evaluation practices help keep employees informed about what is expected of them and leads to better performance,” said Joanne Davignon, Director of HR and Staff Development at Union Hospital.

3. Make employees more active participants in their evaluations

Online performance management systems make it possible for employees to have constant access to their evaluations. “When employees have visibility into their goals for the coming year and where they need to improve, they feel more accountable,” noted Meredith Merriman, Human Resource Specialist at Eisenhower Medical Center in Rancho Mirage, California.

4. Communicate clear expectations to employees

Without frequent feedback, it’s hard for employees to know whether they are meeting expectations for job performance. “Feedback needs to be provided on a consistent basis. Technological solutions are a good way to standardize not only how often employees get feedback, but also the specific areas in which they receive feedback,” observed Dr. Frederick Morgeson, Professor of Management in Eli Broad College of Business at Michigan State University.

5. Demonstrate to executives where organizational strengths and weaknesses lie 

Performance management systems make it easier to assess performance for an entire organization and take the appropriate action. For example, groups that have high turnover and low employee evaluation scores might benefit from leadership training. Development reports that are generated from behavioral assessments can also complement an employee evaluation. These reports rank employees’ behavioral competencies based on their assessment scores, making it easy for managers to identify areas for improvement, based on the lowest ranked competencies. Development reports also recommend training activities that can help staff improve their on-the-job performance.

6. Provide leaders with the information they need for the board of directors, as well as for compliance and regulatory purposes.

Comprehensive reports can be generated from performance management systems to keep senior executive and board members informed about various organizational metrics. Union Hospital recently used its performance management system to support a Healthcare Facilities Accreditation Program (HFAP) survey. “We received a list of employees in the morning that the auditors wanted information about. We had the survey team sit in front of the computer with us and we pulled each employee up. We showed that their job description was signed off, as well as their performance evaluation and competency checklist,” said Davignon.“It was so easy and the auditors were impressed that what they saw in the system echoed what they had heard from employees on the floor. It was the best survey ever.”

 Download our white paper titled: Attention Healthcare Performance & Learning Management Professionals: How Satisfied Are Your Internal Customers to learn how talent management technology can help provide better customer service to employees and senior leaders.

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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.