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PeopleFluent Performance: Goals and Accountabilities for Healthcare Leadership

Interested in helping your Healthcare leadership thrive? With PeopleFluent Performance Management, your leadership can track multiple goals, over multiple time periods and share those goals with staff - all in one system. Improve your patient experience, bottom line, and leadership accountability.

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PeopleFluent Performance: Goals and Accountabilities for Healthcare Leadership

Improve Your Patient Experience and Bottom Line

Healthcare organizations are most successful when their leadership is held accountable for consistently high standards that support exceptional patient care. The best way to assure leadership accountability is to perform evaluations that require regular scoring of defined goals, which calculate into annual outcomes ratings. These ratings are used to gauge their overall success – as well as the organization’s - in patient experience, efficiency of services, and other value-based care standards.

Results for many healthcare leadership goals are reported multiple times a year (i.e., patient experience scores). Yet this priority is not supported by traditional Performance Management systems, which are designed to capture only one result that translates into one overall rating. Until now, HR in healthcare needed multiple systems to track these results - but PeopleFluent is different. PeopleFluent’s market-unique solution provides the needed flexibility in rating frequency and scoring all in one system. Our new “Outcome Based Goals” feature was developed with healthcare in mind. It helps align, guide, evaluate, and motivate staff, and ensures relevant goals are set for individuals and teams. It also supports agile, continuous performance measurement – goal by goal, pillar by pillar - based on your organization’s needs. We understand the need for flexibility in reporting - from check-in conversations, to 90-days plans, to competency management, and have the configurability to support that as well.

What is Outcome Based Goals?

Results for many healthcare leadership goals are reported multiple times a year (i.e., patient experience scores). Yet this priority is not supported by traditional Performance Management systems, which are designed to capture only one result that translates into one overall rating. Until now, HR in healthcare neededMeasuring goal achievement progress is an essential activity of the performance management process. Often implemented for leadership performance plans, Outcome Based Goals track results of individual and organizational goals at regular intervals throughout the life of the plan. This gives employees the opportunity to track progress, and make adjustments in real time, throughout the year – improving results, patient experiences, and HCAHPS. Patient experiences are continuous, and the sooner physicians, nurses, and staff get feedback, the sooner they can course correct to improve the next patient experience. Yet measurement in real-time is only one element of effective performance management. Which is why our Outcome Based Goals functionality for leadership also lets you create multiple, quantifiable goals that lead to concrete outcome metrics. Outcome Based Goals is used primarily to track quantifiable metrics rather than subjective results. These periodic objective results are then aggregated based on configurable calculation methods in order to provide the actual result for a goal. With Outcome Based Goals, leaders will know not only what they are accountable for in specific, measureable terms, but also have complete visibility into their progress towards those goals and make any changes. They can easily share this information or cascade goals to staff in one system.

How Does Outcome Based Goals Work?

This powerful tool will help you score and track multiple goals on a regular basis with multiple rating periods throughout the year, sharing those goals with staff in one system, creating intent, staff awareness, and accountability for the scores earned. For example, one hospital’s HCAHPS goal may be to achieve an 85% nurse communication score. This can cascade down to an individual leader who is charged with improving nurse communication specifically in their unit or facility. Each time the nurse communication score is received throughout the year, the leader can view it and see its calculated influence on their overall goal rating. Importantly, with regular visibility into their goal progress, leaders are given the opportunity to course correct along the way, setting them up for success. PeopleFluent Outcome Based Goals gives you: • Visibility - Review and revisit leadership goals and metrics that have varying calculation periods to quickly identify trends, and course correct as needed in real-time. • Configurability in one performance management system to pre-define how often a goal is reported and how that metric is translated into an overall rating. The system automatically maps them together using the calculation method of your choice. • Organizational Alignment - Cascade goals to align staff, leaders and organizational strategies, ensuring all are working towards the same KPIs.

Improved Patient Experience - Give staff visibility into how their role directly impacts the greater goals of the organization, increasing staff engagement and improving the patient experience.

Easier Goal Creation - Create a library of plan-year best practice goals and performance forms that leaders can pull from. They can also create their own goals for specific department and individual needs.

Greater Staff Awareness - Let leadership share their goals with staff, units, or facilities, providing visibility into progress as well as increasing staff awareness and accountability.

Continuous Feedback - PeopleFluent’s continuous feedback function allows healthcare teams to give and receive input in real-time, rather than looking into the past at what should have been done during their annual reviews.

Connectivity to Compensation - Easily link performance to compensation, including Outcome-Based and Pay-for-Accountability programs, reducing time spent on calculations to inform decision making.