Its employee evaluation time📝

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Good morning.  Welcome to NHA Stand-Up.  We are a community of NHAs and Senior Living Executives committed to supporting each other by sharing insights and best practices so we can bring our best selves for our teams and residents.

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Before we dive in, am I the only one who took a few employees' self-evaluations and plugged them into ChatGPT to see what it spit out?  The results...surprisingly not terrible.

Elevate your leadership

For many of us, the turn of the calendar also signifies that gut-wrenching time of the year when we painstakingly put thought and heart into annual evaluations for our team members.

Now is the time to reset expectations, celebrate successes, and lean into struggles.  Of course, this is in addition to the other few dozen items on your to-do list for today.

It's also a time when we as leaders must turn the looking glass inward and be honest with ourselves and our teams about how we have contributed to or hindered their success.

Whether we would like to admit it or not, we are ultimately responsible when team members are struggling, and if we want any chance of a turnaround, the commitment is as much ours as it is theirs to make substantial improvements.

Hindsight is 20/20, and now is the chance to use those lessons learned and apply them to the future.

To accomplish this, I write down, reflect, and answer these four questions for each team member that is not meeting expectations in an area.  I turn the answers into actionable and measurable commitments and work those commitments into the evaluation conversation with that team member.  It's a great way to end a tough conversation and shows your team you're invested and accountable alongside them.

1.) If I could go back to January of 2022, how would I support and lead this individual differently with the insight I have today?

2.) At what point was this individual meeting expectations?  What was different about that time and scenario, and how do we double down on that success?

3.) Am I, and have I been, committed to having consistent weekly 1:1's with this team member and empathetically and clearly defining expectations and feedback?

4.) Have the team member and I clearly and collaboratively identified the root cause of each missed expectation and put together a clear plan to fix the root cause over the next 30 days?

Be tough and forgiving with yourself.  It's uncomfortable to expose our areas of opportunity.  But our teams deserve nothing less.

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Together With ShiftMed

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Grab your coffee and make it a great day.  We appreciate you and your dedication to your team and residents. -Thank you!