By Thomas Davis, DNAP, MAE, CRNA

The end of the calendar year is rapidly approaching, and people are wondering where the year has gone.  It seems like only a few short months ago we were ringing in the new year with fireworks, libations, and resolutions.   In the interim, Russia invaded Ukraine while covid restrictions were being eased and the mid-term elections dominated the news. 

In the healthcare workplace, this year marked a return to normal in some aspects of practice while other areas remain permanently changed due to COVID.  The end of the year is a time for reflection and at many workplaces, it triggers the annual performance review.  This year, make it a 360-degree experience and take time to evaluate your employer…here’s how.

Annual evaluations are most effective when they are two-way and intended to improve the performance of both the worker and the employer

An often-repeated cliché in the business community is that workers don’t leave a job because of the company, they leave because of their immediate supervisor.  Supervisors who connect individually with workers, encourage their professional growth, and interact with honesty and respect create a foundation for success.  Behavior scientists have studied workplace dynamics and have identified the following characteristics of a preferred workplace.

• Supportive leadership
• Professional development
• Culture of collaboration
• Open communication
• Honest feedback
• Passionate people
• Fun atmosphere

Many healthcare workers are in superb work situations where they feel respected, valued, and are compensated fairly.   Conversely, other workers are in toxic environments driven by production pressure, and they rarely receive compliments or encouragement.   Taking time to evaluate your employer puts your current work situation in the proper perspective and gives you a reason to appreciate your job, identify areas for improvement, or move on to greener pastures.  The business blog Chron recommends that you begin your evaluation of your boss by asking yourself the following:

• Does my boss spend more time criticizing or encouraging my practice
• Does my boss offer frequent and constructive feedback
• Does my boss give credit or take credit for accomplishments
• Does my boss know me on a personal level
• Is my boss honest, transparent, and approachable

The Gallup Q12 survey is a respected tool to evaluate employee engagement, however, it also evaluates the success that the organization is having related to creating a preferred workplace.  As identified by the Gallup Q12, here are some factors to consider when evaluating your immediate boss and the overall organization.

• Do you know what is expected of you at work?  Do the policies and procedures reflect the actual expectations of your boss?
• Do you have the supplies and the time that you need to do your job correctly?
• Do you receive recognition and praise for doing a good job on an ongoing basis?
• Does your supervisor care about you as an individual?
• Does your boss encourage your professional development?
• Does your boss listen attentively and respect your opinions?
• Does the company vision/values make you feel that your job is important?
• In the last 6 months, has your boss talked to you about your professional development?
• Does your employer offer opportunities to learn and grow at work?

If you answered yes to most of the questions, you are in a great workplace and the few “no” or “sometime” responses identify areas to discuss during your annual performance review.  Conversely, if you answer “no” to most of the questions, your employer has a lot of room for improvement and you must choose to accept the status quo, be a catalyst for change, or leave the job and find a preferred employer elsewhere. 

Be a catalyst for change

Taking on the challenge of changing workplace culture can be a risky endeavor.  If the workplace is truly toxic, the roadblocks are in place and your boss/organization do not want constructive feedback.  Rather, they demand compliance, and your only options are to accept the status quo or find another job.  However, if your boss is receptive to feedback, Author Elea Andrea Almazora offers suggestions for connecting with your boss.

• Be bold and take the initiative.  Pointing out your supervisor’s weaknesses might take you out of your comfort zone, but if done correctly, the conversation has the potential to increase awareness, generate a change in behavior and garner respect from your boss for having the courage to constructively offer feedback.
• Schedule an appropriate time to talk.   Your annual performance review is an opportunity to offer your supervisor feedback after you have received your evaluation.  However, it must not appear that you are retaliating for criticism that you received during your evaluation.   The process works best when both the worker and the supervisor have a “make me better” attitude.
• Have a face-to-face discussion.  Electronic communication is quick, easy, and fulfills the requirement for sharing information, however, it eliminates the opportunity for non-verbal cues such as tone of voice and facial expressions.  Whether receiving or giving feedback, do it in person.
• Maintain a positive work ethic.  Your goal of offering feedback to your boss is to make the workplace better and that must be reflected in your everyday activities.  Make yourself a “go to” person on the team and always avoid gossip and criticism of colleagues.  
• Ask for feedback frequently.  Connect with your boss on a personal level and solicit feedback frequently.  You will establish an open line of communication where your boss feels free to offer suggestions knowing that you are interested and receptive.  This activity creates a foundation for you to constructively offer feedback to your boss.
• Be outcome oriented.  Use asset-based thinking to focus on goals that are in alignment with the mission, vision, and values of the organization.  When your intentions are honorable and align with corporate goals, your feedback will be welcomed.

Honesty, openness, and good intentions will transform your workplace

Many frontline healthcare leaders are superstar providers who were promoted to a leadership position based on clinical expertise.  After being designated as the boss, many realize that leadership requires a different skill set and struggle as they transition into a new role.   They want to create a preferred workplace and your feedback will propel them in the right direction.  Never underestimate the importance of providing feedback to your supervisor.  When both you and your boss share the same goals and the feedback is delivered in a positive manner, the performance review that give to your boss can transform your workplace.

Tom is an experienced leader, educator, author, and requested speaker.  Click here for a video introduction to Tom’s talk topics.