At the recent HealthcareSource User Conference in Chicago, Talent Outcomes, breakfast time was always filled with conversation about the previous nights events, choosing the days sessions and most importantly sharing best practices. It was a great opportunity to bounce ideas around and discuss different approaches to recruiting or performance projects. During one breakfast, I learned about a cool product called Yacker Tracker, which one hospital is using to increase patient satisfaction. Patients often complain that hospital noise prevents them from getting much needed sleep. The Yacker Tracker monitors noise in a specific area and alerts the nurse station via a red, yellow and green stop light if the sound level is too loud.
That conversation led us to a debate on employee performance reviews. Should patient satisfaction be the major indicator of an employees performance or should internal feedback be the primary indicator? What do you think?
Most people at the table agreed that patient satisfaction scores are extremely important and should be a part of a performance review, but patients can never know all the duties of an employee or their long term track record. Internal feedback was deemed the most important feedback for a performance review.
We wrapped up the breakfast hour talking about how gathering performance feedback is difficult in a healthcare setting due to rotating schedules and rotating teams. Using HealthcareSource Performance Managers online multi-rater forms makes it easier for managers to collect internal feedback and give accurate, complete performance reviews. An easier time for the manager means less follow up needed by HR for overdue reviews.