Are you optimizing your healthcare workforce to its full potential? Even the best employee performance managers are challenged by annual appraisals, leadership development, and much, much more.

HealthcareSource understands your obstacles and has designed solutions to specifically meet your needs. Look below to see the different types of employee performance challenges we can help you solve.

“I know we should be moving away from annual performance appraisals, but what do we do instead?”

The way your organization handles annual appraisals can directly affect employee attitudes at all levels, subsequently impacting your workforce’s efficiency and quality of care.

Decreased employee engagement: Many employees perceive annual performance reviews as demotivating and believe the feedback they receive is either untimely or low-quality.

Decreased employee performance: Disengaged employees do not perform well. Additionally, their negative outlook can spread throughout the organization like a virus.

Wasted time, wasted money: Annual performance appraisals are a hefty business expense, as well as a time suck for talent managers who often have too many direct reports to provide adequate feedback. The results of such efforts have not been proven to have a positive, quantifiable impact on organizations.

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“We have no real process for selecting and developing leaders, and employees are feeling the effects.”

Leaders are key to employee performance. As managers, they set the standard for work and outputs, and they are also essential in developing your employees for the future.

A lack of leadership: Leaders are key for identifying top performers, creating development plans, and mentoring high-potential employees. Weak or ineffective leadership undermines many core aspects of talent management and development.

Turnover: “Managers/leadership,” or more a lack thereof, is cited as one of the top three causes of regrettable turnover, which impacts your time-to-fill, patient care, employer brand, and bottom line.

Decreased employee engagement: Low levels of engagement don’t just hurt performance. They also affect recruitment, since the biggest source of quality applicants is often employee referrals. Employees' negative sentiment also impacts your employer brand, leading to a longer time-to-fill and higher premium labor costs.

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“My nurse managers have 50+ direct reports, two quality initiatives, care for patients — when do they manage?”

All hospital employees have more work on their plates than they should. And, when managers have more direct reports than they can realistically handle, employee performance suffers.

Poor job identifying high performers: When managers don’t have the time to actually manage their people, they’re probably unable to appropriately identify high-performing and high-potential employees — the people your organization’s future depends on.

Missed development opportunities: Missing development opportunities for employees, leads to low engagement. And that, in turn, leads to a decrease in performance and a negative employer brand.

Turnover: The lack of effective talent management eventually leads to increased turnover, adding more to a manager’s burden by forcing them to onboard contingent staff, leverage and pay for overtime, and even take on patient-care duties themselves.

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“Even when we do hire the right people, we can’t seem to move the needle on overall engagement and retention.”

All hospital employees have more work on their plates than they should. And, when managers have more direct reports than they can realistically handle, employee performance suffers.

Increased costs due to turnover: Shortcomings in retaining your people leads to higher turnover rates, which adds to your bottom line via overtime and agency expenses.

Patient care suffers: It has been proven that nurse engagement has a proportional relationship to mortality rates in hospitals. Poor engagement leads to poor patient outcomes, including death.

A tarnished employer brand: While employees leaving voluntarily affects your daily operations, the bad word-of-mouth that comes with their departures will negatively impact your future recruiting efforts.

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Employee Performance Solutions for Hospitals & Providers

Effectively managing employee performance in a healthcare organization requires alignment and commitment across the organization. While performance appraisals, selection and development of leaders, and span of control all directly impact your work, they also affect your employer brand, turnover rates, hiring efforts, and the quality of patient care offered.

If you can improve your data, people, processes, and technology, then you can manage employee performance to get the most out of your workforce and to provide better quality care for patients. We have the tools you need to do just that.

Union Hospital

Union Hospital

Learn how Union Hospital streamlines processes and better aligns its employee performance with organizational goals.

Read the Client Profile