Are you using performance reviews effectively?
Tips for employee reviews that impact the bottom line

The May issue of MEDbits discussed the importance of patient satisfaction as one component in determining the overall health of your business. Another very important aspect is employee performance.

The frontline employees in a practice or business are often the first point of contact for clients. However a patient quickly bases the impression of a practice -- friendly, caring, unapproachable, unresponsive -- through every encounter with a staff member.

As they say, perception is reality. The word spreads quickly if a practice is seen as unresponsive and cold. Even if the practice's medical expertise is the best in the land, if staff members aren't working as a team and meeting client expectations, it can really affect the bottom line.

Therefore it is extremely important that employees have a clear understanding of job responsibilities and overall business goals. An employee's success at fulfilling their responsibilities is measured through a performance review.

Evaluations are important for the success of your business

Employee evaluations or job performance reviews can be a useful tool for both the employee and the manager. It is a way to ensure that everyone is on the same page. In addition, it is an effective way to document poor performance issues if they occur.

Many managers consider the review process to be one of the most difficult and mundane aspects of the job. If it is viewed in this way, the evaluation process will not benefit the practice or the employee. Keep the following in mind:

use a standardized form for all reviews;

use the same scale or metric for each employee and from year to year; and

use facts and examples to evaluate performance and to illustrate an employee's strengths, successes, and weaknesses.

Effective communication is key

The key to streamlining the process is for managers to develop a good rapport and working relationship with the employees. This enables employees and managers to address issues as they arise and to have an ongoing dialogue that provides regular feedback about job expectations and employee responsibilities.

When managers and employees achieve this type of interaction, the task of appraising employee performance is less time consuming for managers and causes less anxiety for employees.

How often should evaluations be conducted?

Reviews for new employees should be conducted three to six months after date of hire. Formal reviews for all employees should be completed once a year. Informal reviews may be conducted at other intervals during the year to demonstrate an example of exceptional performance or to document an issue of poor performance.

Remember, successful practices and businesses set clear goals and encourage all members regularly to ensure a winning team and to continually improve the bottom line.


Have your clients taken a vacation from paying past due accounts?

As clients get busy with summer activities and vacations, they may forget a previously discussed commitment or payment plan for an outstanding debt for services provided by your practice. If your practice has a significant  number of unpaid accounts it is important to follow up with clients. (See the sidebar for tips!)

It is important to respect patient confidentiality and privacy rights, so please be careful when leaving messages with an individual or on an answering machine. When leaving a message state the client's name and ask them to call your practice without giving any specifics as to the reason for your call.

M.E.D. has the solution to boost your accounts receivables

Collecting past due accounts can be a time consuming task for your staff. We can help. Our temps are available to assist your practice in the recovery of past due accounts.  M.E.D.'s qualified staff is available 24/7 to ensure you have the staffing resources to run your business. Call us today!

West Port office: (314) 991-8806

Visit our web site at www.medstl.com