http://www.managemypractice.com/5-questions-a-deceptively-simple-performance-evaluation/ Technology, Information & Resources for Medical Practice Management Thu, 11 Mar 2010 23:21:18 +0000 http://wordpress.org/?v=2.9.2 hourly 1 http://www.managemypractice.com/5-questions-a-deceptively-simple-performance-evaluation/comment-page-1/#comment-1177 Finding the Right Words and Phrases for Performance Evaluations | Manage My Practice.com Sun, 18 Oct 2009 19:29:33 +0000 http://healthpromeme.com/?p=18#comment-1177 [...] Guidelines for Successful Evaluations (rate objectively, use significant documentation and factual examples, plan for the appraisal interview, emphasize future development, and emphasize the positive) No manager should be without this book! Click here to purchase a new or used copy of the book on Amazon. For a simple, 5 question performance evaluation, click here. [...] [...] Guidelines for Successful Evaluations (rate objectively, use significant documentation and factual examples, plan for the appraisal interview, emphasize future development, and emphasize the positive) No manager should be without this book! Click here to purchase a new or used copy of the book on Amazon. For a simple, 5 question performance evaluation, click here. [...]

]]> http://www.managemypractice.com/5-questions-a-deceptively-simple-performance-evaluation/comment-page-1/#comment-949 My Take on “10 Ways to Keep Employees Happy” in Medical Practices | Manage My Practice.com Thu, 02 Jul 2009 02:42:34 +0000 http://healthpromeme.com/?p=18#comment-949 [...] 6. Set Goals I like to establish individual goals every six months during the annual performance review and six months later during a less-formal touch base.  12 months is a long time to keep a goal in mind, so I prefer to deal with 6-month goals.  Performance evaluations should not be a rehash of what was done right and wrong over the year, but rather should be a time to review the goals from the last six months and see what wasn’t accomplished and why, as well as celebrating the goals that were accomplished. See my simple evaluation for more information. [...] [...] 6. Set Goals I like to establish individual goals every six months during the annual performance review and six months later during a less-formal touch base.  12 months is a long time to keep a goal in mind, so I prefer to deal with 6-month goals.  Performance evaluations should not be a rehash of what was done right and wrong over the year, but rather should be a time to review the goals from the last six months and see what wasn’t accomplished and why, as well as celebrating the goals that were accomplished. See my simple evaluation for more information. [...]

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