Workplace performance reviews can be seen as particularly important in 3 contexts:
- As a requirement of QIP Dental Practice accreditation ( X2 need to be supplied)
- As an essential for new employees within their 6 or 12 month probation period.
It is a misconception that you can dismiss employees in the probation period without giving reason and be free of Fairwork scrutiny. It is also less than fair for staff members to lose their position without the chance to know why or fix the issues.
- To gain a better workplace and avoid performance management situations.
Often employers leave issues ‘fester’ or deal with them in the heat of the moment leaving themselves exposed to complaints of poor handling or at worse bullying or harassment.
The problems with workplace performance reviews include:
- These are not commonly done in dental practice. For dentists it is unlikely that they ever experienced a workplace review themselves and would never have been training in undertaking this exercise.
- Complaints by experienced firms that doing reviews is pointless and no-one likes doing this – not managers or staff. Limited or no positive outcome is reported.
- Lack of structure and goals makes the process more stressful.
With these factors in mind SmartDentist has upgraded its workplace performance review process to make it easy and simple to follow with defined goals and outcomes.
Workplace performance reviews consist of:
- A very simple 2 question self-reflection for employees,
- The ability and help to define specific goals for improvement via competence assessments.
- A training plan with defined courses for staff to work through with others or by themselves.
To help remind the employers when and what needs to change Smartdentist has a secure form to record under performance by specific staff members and the ability to recall these per staff member at a later date a good place would be Enamel Dental Studio is a reputable local Springw, click to Visit Website . This helps because sometimes it is the little things that are repeated and annoying that could change with some discussion and allowing the staff member to work out how to do things better.
Often in dental practice we are too busy at the time to address issues and at the end of the day we are all very tired and it is not a great time to approach an employee with a performance “suggestion”.