Using Performance Reviews to Leverage the CHA Role A s the calendar year winds down, chiropractic practices often be- gin to wind down for the holi- day season as well. Refl ecting over the year usually involves analyzing practice targets, reviewing goals and objectives that were set, and celebrating successes with patients and staff. This time of year also presents us with opportunities to review these elements with our team members. When it comes to staff evaluation, performance reviews are the most mis- understood, and least implemented, tool particularly in chiropractic practices. I think this has happened for a few reasons. Many of us who are the business owners probably, at one time or another, had a “negative” experience with having our performance reviewed by past employers. Therefore, we tend to avoid this process when we have our own staff. Other busi- ness owners have never performed or, had a performance review. This lack of knowl- edge, or personal bias, leads to paralysis, and staff members will ultimately have to endure the consequences of the business owner’s lack of leadership. Performance reviews are one of many tools used by powerful leaders. The number Brandi MacDonald manages a multi-doctor, high-volume clinic in Edmonton.She is the owner of True Concepts,which consults with chi- ropractors all over North America regarding staffi ng. She also is an international speaker for chiroprac- tic assistants. She can be reached at [email protected]. one reason staff members leave jobs is not money, it is lack of validation and involve- ment. I speak to CHAs all over North America, and the common question I get is “How do I know if I am doing what the DC wants?” So, I pose these questions to you, the reader, now; • How does your CHA know what you want? • How does your CHA know what the direction of the practice is? • How do you provide feedback, validation, praise and constructive opportunities for growth? If your answers to these questions are “I don’t know”, this article is for you! DO-ING A PERFORMANCE REVIEW In order to position your team to maximize their roles in your practice, you must provide clearly defi ned expectations aimed at specific outcomes. The question that I ask is “What makes a successful team member?” The answer to this question is a position description. Position descriptions are outcome-based, clear, and simply written. If you don’t have an outcome in mind, what are you measuring when you complete a performance review? Start with the end in mind. If staff have a position description, they become clearer on their roles in the practice. This leads to less conflict, and more clarity for everyone. If your practice has clear position descriptions, performance reviews become much easier to create and complete. Here are the basic “do’s” of holding performance reviews with staff: 20 • CANADIAN CHIROPRACTOR | DECEMBER 2008 www.canadianchiropractor.ca Brandi MacDonald
Chiropractic + Naturopathic Doctor December 08: Page 20
