Many, many, moons ago, working at my first job out of college, I was promoted to first line supervisor. The company location had 300 employees working two shifts. Each shift had 90+ associates, 3-4 supervisors, a couple of managers and at times the director all working the same shift on the same floor. We had one shared office for managers and I never worked a shift without a manager on floor. All managers had direct contact with me, my peers and our associates.
Being a leader in a hospital setting requires a particular set of skills. Your responsibilities can range from being knowledgeable about health care regulations and laws to displaying empathy while communicating with a patient to making crucial on the spot decisions that impact your entire team.
Hospital leadership development is a process that requires training based on diverse methodologies, comprehensive health care concepts and information that will benefit various medical professionals.
Looking to revamp your organization's employee performance appraisal method?
It can be difficult to pinpoint what type of feedback is most valuable both for your employee and their development and for your organization's planning purposes.
Topics: Employee Development
Hospitals rely on nurse managers and other administrative leaders to keep the facility running smoothly. To do their job properly, nurse managers and administrative leaders need to know where they're excelling and where they need improvement.
360 degree feedback assessments for hospitals provide this invaluable information to each individual leader and strengthens the facility as a whole.
Your hospital relies on nurse managers and administrative leaders. These individuals keep departments running efficiently, ensure patient satisfaction, and allow your hospital to grow.
Because leaders are so important, invest in regular assessments. Give your leaders the insights they need to create and implement a personal and professional development strategy that equips them to perform to their full potential.
Leadership assessments are designed to improve the effectiveness of supervisors, managers, executives, and other leaders within your organization.
Ultimately, the end result should be a return on your investment, which brings up the question, what is the cost of a 180 degree leadership assessment?
Performance assessments can be stressful. Traditionally, no one likes giving or receiving such an appraisal, and many view the process as unnecessary.
Implementing a system of 180 degree assessments, however, provides a more well-rounded approach to the performance review process and can serve to improve communication, morale and--yes--performance.
When used well, 180 degree assessments can provide a wealth of information to managers and employees. This information can help you become more effective in fulfilling your workplace duties while also informing succession planning.
When not used well, 180 degree assessments are often less effective. For this reason, it’s important to identify common mistakes companies and employees make when using these assessments. By identifying these mistakes, companies can avoid them and get the most out of 180 degree feedback.
Topics: Employee Development
Understanding the best type of performance appraisal for your organizational needs as well as how to overcome the traditional barriers to effective performance assessments, however, can be challenging.
For many companies and positions, a 180 degree performance appraisal can be the most productive and constructive form of performance appraisal, offering a myriad of benefits for your organization and your employees alike--and here's why.
When most people think of 180 degree assessments, they typically think of them as a way to help low-level employees who may be out of line. The truth is these assessments are useful for anyone at any level of an organization, including managers.
While 360 degree assessments provide a full range of feedback from everyone a manager interacts with, a 180 degree evaluation can still be valuable in that it may open up a conversation between managers and their higher-ups and improve performance. Understanding the differences between these leadership assessments is key to getting the most out of your results.