A Guide to Effective Performance Reviews for Medical Staff
- Feb 2
- 3 min read
Updated: May 7
Written by Quintin Gunn, Chief Strategic Officer
As CSO at Help My Medical Practice, Quintin draws on 25+ years in healthcare consulting and practice growth to help underperforming medical practices become patient-focused, profitable, and operationally efficient.
Effective performance reviews play a crucial role in cultivating a highly productive and engaged workforce within medical practices. These reviews provide a structured opportunity to evaluate employee performance comprehensively, identify strengths and areas needing improvement, and support continuous professional development.
Performance reviews are more than periodic evaluations, they are key milestones in an ongoing process of feedback and growth. Through clear communication of expectations and collaborative goal-setting, reviews help align individual contributions with the practice’s objectives and values. This fosters a positive workplace culture where employees feel supported and motivated to excel.
By integrating regular performance assessments into your management approach, your practice can enhance team effectiveness, improve patient care, and build a foundation for long-term success.
The 30-day review
During the initial 30-day review, new employees undergo orientation, receive their official job descriptions, benefits packages, and work schedules. This period is crucial as they acclimate to your practice's processes, procedures, and culture. Observing the new hire during this time is critical to ensure they are adapting well and determining if they fit into the team and organization. This is also an opportunity to provide feedback and address any concerns early on.
The 90-day review
The 90-day review serves as a checkpoint to evaluate if the new employee has met or exceeded their job expectations. If they have performed well, consider offering a modest raise, typically a percentage of what might be awarded during an annual review. However, if further improvement is necessary, this review sets the stage for additional support and development, with the next evaluation scheduled for six months.
The 6-month review
The 6-month review is designed to ensure employees remain on track and address any ongoing issues from both sides. This is also an ideal time to discuss potential incentives, such as a portion of the annual raise, to motivate continued performance improvement and engagement.
The annual review
The annual review is an opportunity to conduct a comprehensive assessment of an employee's performance over the year. While it may seem that any staff member is easily replaceable, the reality is that replacing experienced personnel incurs significant time and financial costs. High turnover can disrupt productivity and hinder growth as remaining team members may struggle to manage additional responsibilities during the transition.
Profitability and sustainability in your practice rely on teamwork, and you, as the team leader, play a pivotal role. Be flexible, coach your team, and celebrate their successes, especially when they provide excellent service to both internal and external customers.
For further insights on employee retention, please read this compelling article: People Quit Their Boss, Not Their Job.
Building a positive work environment
As a team, you spend more than forty hours a week together. Make this time meaningful and supportive. Strive to create a practice that is regarded as an elite workplace where employees genuinely want to work. This positive environment will ultimately reflect in your practice's success and enhance your overall peace of mind.
Read more from Quintin Gunn
Quintin Gunn, Chief Strategic Officer
Started at Mojo Interactive in 2000 as a marketeer for the American Academy of Ophthalmology, AACS, ASPS, Boston BioLife, and AACD. Helped in the Development of "Locate a Doc" and TrainNowMD, along with developing marketing lead generation strategies. Expanded into 34+ medical specialties. Founded Social Media Solutions for Doctors (2016).
