HR for Health helps you measure, review, correct, and advance employee performance. All in one insanely useful platform.
Drag and drop functionality saves time and helps you focus on the important parts.
Create 360° reviews that are more helpful and accurate than top-down alone.
Confirm that employees have seen and read through their reviews and know what they need to work on.
Drag and drop functionality saves time and helps you focus on the important parts.
Create 360° reviews that are more helpful and accurate than top-down alone.
Confirm that employees have seen and read through their reviews and know what they need to work on.
People should know where they stand. Are they comfortably coasting? Quietly killing it? Now they’ll know for sure.
Everyone makes mistakes. Mistakes can be corrected. Correction can be tracked.
HR for Health tracks and manages violations and corrections for you. It’s one less thing you have to do.
Post HR notes in the portal so you’ll have ‘em when you need ‘em (plus you can search, sort, add and delete ‘em).
That’s not all. You can adjust who can see each note. Because sometimes you want the world to know. And some are just for you.
Numbers never lie. What gets tracked gets measured. What gets measured gets
improved. We all know it, now let’s do it.
Career Growth
Communicate the ways your team members can grow in your practice and in their careers.
Insights & Reports
Clear metrics are the difference between those who set unachievable New Year’s goals and those who get sh*t done.
Better Culture
Define expectations and forge a culture of trust, efficiency, and good old fashioned hard work.
Protect yourself and your patients. We automatically remind you about upcoming certification renewals and annual continuing education deadlines.
Werner Optometry|Despite having the best of intentions, we were not compliant. I was fearful I’d find myself in a situation that I would not know how to handle. Now, I sleep with and absence of anxiety and frustration.
Take a deep breath… Your HR’s done. It’s automated. Digital. Secure.
Sounds like heaven, right?
HR questions should be answered by certified HR pros… not a friend or a cousin.*
Get your very own on-demand HR team (without the extra payroll expenses). You can shoot us an email or call our HR hotline during your workday, or access the HR Knowledge Base 24/7.
There’s a lot of HR software solutions out there, but there’s only one that’s designed by a practitioner and an attorney specifically for dental and medical practices. That’s us. Every feature, function, and product is designed for healthcare teams. No other HR solution can say that.
You don’t need to keep up with employment law, but your policies definitely do. We automatically update your policies and handbooks to account for changes to laws and regulations at the local, state, and even federal levels.
Just because you haven’t faced a lawsuit doesn’t mean it’s not coming. Other software leaves compliance up to you. We take care of it with a total solution that ensures you stay legal.
Every year thousands of practices are attacked with expensive lawsuits that not only cost a lot but cause irreparable reputational damage. Simply keeping compliant allows you to mitigate nearly 99%* of HR-related legal claims.
*1% of legal claims require beating someone with a stick.
A performance review is a formal, well, review of an employee’s performance at work. It’ll often include their strengths and weaknesses, important feedback, and goals for the future. At the end, employees should understand what they’re doing well, areas for improvement, how their work ladders up to the practice’s goals, and what’s expected in the future.
Performance reviews accomplish several important goals. They recognize high performers, correct issues before they become a problem, communicate expectations, foster growth, and encourage engagement.
That just scratches the surface. For a more in-depth look, check out our blog.
A group of smart people is very different from a high-performing team. To help everyone move as one, it can be helpful to do much of your people management at the team level. That includes developing goals, providing feedback, rewarding performance, and providing training. It shouldn’t replace individual feedback and reviews, but it can bind your people closer together.
To put it simply: a whole lot! Fortunately, we’ve written a comprehensive guide to healthcare performance reviews. In one sentence: a healthcare performance review can be split into reviewing the employee’s successes, opportunities for growth, and goals. If you’ve covered those three categories, you’re off to a great start.
The first step in tracking the performance of your employees is setting clear, measurable Key Performance Indicators (KPIs). Once you have something you can measure, you can have honest conversations about how your employees are doing. And you won’t have to rely on fuzzy feelings that can devolve into emotional conversations.
For your patients: They’re not getting the up-to-date care by the most informed practitioners. For your practice: You’re exposed to practice-killing lawsuits and settlements if anything goes wrong. So make sure you have a platform or system (like HR for Health) that automatically lets you know when your employees are due to recertify.
Tracking your healthcare employees’ violations protects the company if, heaven forbid, you need to let an employee go. If you don’t have a paper trail that an employee is falling short, you leave yourself open to all kind of lawsuits that claim you let them leave for unsavory reasons. And that leaves your practice open to losing a whole lot of money.
Every performance review should include successes, opportunities for growth, and future goals. As the leaders of your practice, dentists should also be reviewed on their accountability for their actions, ability to represent the practice in and out of the office through professionalism and attitude, and up-to-date knowledge of their field.
Check out our blog on the topic for an in-depth guide to dental performance reviews.
While every performance review should include successes, opportunities for growth, and future goals, there are key traits dental hygienists should focus on. A good way to think about them is that everything should contribute to a genuine care for outcomes. From showing up to work on-time and ready to go, to maintaining a positive attitude, every component should ladder up to patient satisfaction and success.
Check out our blog on the topic for an in-depth guide to dental performance reviews.
Performance reviews for nurses should go beyond simple successes, opportunities for growth, and future goals. Be sure to emphasize hard evidence of hard work and improvement, extra job duties taken on, and progress toward training milestones. Implementing measurable goals around Interpersonal relations and time management is critical.
For more, check out our blog on healthcare performance reviews.
Performance reviews for medical assistants should start with successes, growth opportunities, and future goals. Further metrics should include: understanding and investment in your practice’s mission, up-to-date training, demonstrated collaboration and communication, and measurable job performance data.
For more, check out our blog on healthcare performance reviews.
Good performance reviews don’t just benefit your practice, they benefit your patients. Tracking and rewarding patient satisfaction score performance incentivizes practicitions to get better. Awareness of patient care gaps means employees can work to figure out their root cause and fix them. And if an employee can’t fix their performance, it makes replacing them with someone who can as simple and lawsuit-free as possible.
We go into even more depth in our blog on healthcare performance reviews.
