Caregiver reviews. The term alone puts a bad taste in the mouth of employees and employers alike. While the reasons for this may vary from business to business, and even employee to employee, one common problem with performance reviews is frequency. Most companies are only implementing an annual system, which isn’t enough to see positive, lasting changes in employees or employers.

For more information about how often to hold employee reviews, take a look at our previous post: “Caregiver Reviews: Why They’re Critical to Growing Your Home Care Business.”

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Another problem companies face with caregiver reviews is how they carry out the review itself.  According to the Harvard Business Review, there are three main challenges to the employee review: cognitive bias, sugarcoating the negative and lack of preparation all hinder the review process. Let’s take a closer look at each.

Cognitive Bias

It’s easy to attribute success to ourselves, and failure to others or outside influences. This type of thinking hurts performance reviews because neither the employee nor the manager are being straightforward with what the actual causes of success or failure are within the company. Both the employer and the employee need to learn to take responsibility for the good and the bad.

Sugarcoating the Negative

Related to cognitive bias, sugarcoating refers to how issues are reported. For example, an employee shows up 15 minutes late for a shift but claims it was “only a few minutes” when confronted about it. Deflection like this shows the employee does not take their tardiness seriously, and management may be left without the understanding required to address the issue.

Read Tips for Performing Caregiver Reviews That Make a Difference

Lack of Preparation

Too often managers hold a performance review in a last minute fashion. When an employee shows up for their scheduled review, the manager may be flustered, having forgotten about the meeting. The review must then be conducted based solely on memory, which can encourage negative reviews because that is what’s easiest to remember. The employees can be unprepared as well, expecting to be talked at and not talked with. Communication is a two way process, and employee performance reviews should be the same.

Tips for Successful Caregiver Reviews

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