By Mike Mitchell
Over the past months I've written about corporate planning (July 2006), education (October 2005 and August 2006), project management (November 2005), time management (January 2006) and a host of other important topics. Let's review our performance this past year in light of these critical areas.
At my hospital, all the managers were required to establish goals and objectives for the coming year. Goals, of course, have to be measurable and attainable. What goals did you set for your department for this past year? Did you accomplish them? If not, were the proper project and time management tools used to develop a timeline for success? Did another department not complete a portion of the project which delayed the completion of your project? As much as we might like to blame someone else or even ourselves, it's more appropriate to focus how to finish the project than the find fault.
Training and education are always continuing processes. What improvements in the knowledge and skill level of your employees have been made this past year? In addition to technical training, a refresher course in customer service/relations skills is always in order. Even if your budget was a little tight this year (and whose wasn't), low cost role playing exercises are very effective and usually have an added benefit of boosting department morale and teamwork.
Administering employee evaluations is another difficult task that most managers have to complete at some time during the year. We conducted evaluations in the Spring and Fall. If administered properly, this can be one of the most useful tools a manager has to assess the staff, as well as allow the staff to share their thoughts and concerns. The feedback to the staff, and from the staff, can really help mangers to do their job. It's an opportunity to express concern for employees' shortcomings and to praise their strong points. If we've set measurable goals and objectives for the staff during the previous year's evaluation and monitored their progress since that time, it should be a relatively easy process to write up an accurate and helpful evaluation of the employees' performance and accomplishments.
I've found that my staff appreciated not only the praise, but also the honest assessment of their job performance over the past year. But be careful! If you, as their manager, have not tracked their performance and guided them in areas that needed improvement, they might have a legitimate complaint if you give a negative report of their performance.
Finally, assess yourself. An honest appraisal of our own performance can be a tremendous benefit in the coming year. Ask yourself these questions:
• Have I managed my time, and the time of others, well?
• Have I accomplished the goals I set for myself for this year?
• Have I helped my employees improve their skills and knowledge?
• Have I contributed to the success of my hospital and my department?
• Have I improved my skills and knowledge?
• What can I do better next year?
It's great to do a personal reality check at the end of the year but it's even better to take a brief break from the hustle of hospital life. Use this time to regroup mentally and physically, and to recommit to meeting the challenges of managing a successful department and helping our employees be even more successful next year.
Happy Holidays,
- Mike
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