First of all, health workers should understand why their management has initiated performance appraisal. It is necessary to hold a general meeting where everyone can ask questions about the evaluation, explain why it is being done for management and for the health workers themselves, how often it is done, what the criteria are, and what it affects. It seems to me that the most effective way is to first look at the results not of the period being evaluated, but of the previous period, so that the health worker can see his or her progress. It is important to ask the worker to self-assess his or her performance before an external assessment. As practice shows, we often underestimate our own contributions and achievements.

Ultimately this is about patient outcomes and costs. Performance means little unless we achieve good outcomes and work towards system sustainability.

Set Clear Expectations: Define roles, responsibilities, and goals for all team members from the start. Transparency is key! Use Objective Criteria: Focus on measurable outcomes (e.g., patient feedback, adherence to protocols) rather than subjective opinions. Encourage Self-Assessment: Empower employees to reflect on their performance and identify areas for improvement. Provide Specific Feedback: Be constructive and offer actionable suggestions to help employees grow professionally. Remember, fair evaluations build trust and morale while driving better outcomes for your team and patients!