This post is an excerpt of from our new eBooklet for long-term care organizations, Performance Management for Long-Term Care Organizations, Three Step Process for Successful Employee Goal Management. In the eBooklet, we review three steps for creating a successful employee goal management program for long-term care organizations. Goal setting drives employee accountability and engagement, which should result in higher resident satisfaction. However, in order to ensure employees can achieve their goals, long-term care organizations must implement a structured goal setting process. Download the eBooklet to learn more about creating a sustainable goal management method and how to execute it.
The trend in healthcare is for decisions related to choice of community to be tied to measurable dimensions, such as customer satisfaction or readmission rates. As potential residents and families select a long-term care community, for example, they often rely on the Five Star Quality Ratings available through Medicare.gov, which feeds into the Nursing Home Compare online tool. In order to provide outstanding customer service to their residents, long-term care organizations must continually strive to train and develop their staff to consistently deliver exceptional care — setting employee goals is a measurable way to increase employee accountability for improving the resident experience. However, to improve the likelihood of achieving customer satisfaction through performance management strategies, healthcare organizations must focus on continuous improvement by aligning, executing, and evaluating employee goals.
Here are three steps that long-term care facilities can take to manage their employee goals:
Individual employee goals, from the leadership to staff level, should be clearly aligned with specified job descriptions, organizational goals, and required competencies. When employees understand what is expected of them, there are no surprises at performance review time.
Long-term care employee performance is supported through activities such as training and real-time coaching. In the execute phase, employees work on developing and demonstrating the clinical and behavioral competencies that are needed to help them achieve their goals.
In the evaluation phase, managers recognize accomplishments and shortcomings to determine the degree to which employees have met their performance objectives.
When a team focuses on continuous improvement, it cannot set goals at the beginning of the year and then forget about them until performance evaluation time rolls around. In order to ensure continuous improvement around employee goals, long-term care organizations should consider implementing performance management software that will help them assign, execute and evaluate employee goals. A continuous-improvement goal setting process based on Lean principles should help long-term care organizations achieve higher levels of resident satisfaction.
Download our eBooklet to learn more about setting goals for your long-term care employees and to find examples of how to set goals using performance management software.
Download our white paper to learn the five best practices that long-term care organizations can use to enhance their existing recruitment workflow by finding the balance between “high-tech” and “high-touch” methods.