TEACHABLE MOMENTS Employees should be truly tested each time they're evaluated so their skills and knowledge improve.

Have you asked yourself if your employees are truly competent? Do you know the strengths and weaknesses of each staff member? Do you take steps to develop and support their individual skills, abilities and job performances? Quality education is often lacking due to cost and time constraints, but by always looking for and capitalizing on teachable moments, you'll inspire workers to better themselves and your facility. Let's explore 3 key ways to tap into the true potential of your staff.

Use competency reviews to ID areas for improvement
You likely conduct initial orientation and competency reviews as new employees work through all of the operations of your facility, and specifically through all of the functions of their positions. In addition to the orientations, you conduct annual competency evaluations as part of their performance appraisals, perhaps relying on generic forms for documentation. The forms are often adequate for noting that evaluations were completed, and in most cases managers note employees are 100% competent in the required skills. But if every employee is fully competent, how can you further their education? Use of a generic form typically glosses over analysis of individual needs of the staff. Everyone has areas that can be improved upon or knowledge that can be expanded. The required functions of evaluation and competency reviews present opportunities to identify specialized, focused training that would benefit not just the employee, but the facility as well.

Use the evaluation process to help identify those areas of needed improvement. Set up a 1 to 10 competency scale instead of using a boilerplate form. A score of 10 correlates with an expert level of performance; an "expert" possesses all necessary knowledge and skill sets and needs no further training. This level of understanding is unusual, especially in new hires. A score of 5 correlates with full competence; an employee who is "fully competent" meets the expectations of her job description, and can consistently perform those functions accurately and with little or no supervision. By grading new hires, you'll immediately identify areas of needed training and education. You'll establish a baseline of skills and knowledge, noting what they need to improve upon to become greater assets to your organization.

When conducting initial competency reviews, actually monitor and evaluate employees performing each aspect of their jobs. For example, you may observe that a nurse is fairly competent in starting the IV, but could use more practice to become faster and more efficient. With exposure, proper training and practice, a nurse will improve her technique and expertise, making her a better, more knowledgeable employee.

Make continued training count
There are many ways to complete and document training, from online education to self-study modules and testing. However you conduct training, ensure employees are getting value out of it. Training should never be a "paperwork process" that rubber-stamps competencies. Every situation where training is taking place and employees are not learning something new is a missed opportunity for growth and professional improvement. Handing out the same self-study module and test year after year may meet the minimum requirements of continuing education, but it will never advance your staff's education and expertise. Constantly challenge yourself to improve how you train your staff, even if it requires more time and effort (which it will).

Give your annual reviews some teeth
Performance reviews typically fall into 1 of 3 categories: a very harsh report stating the employee is not performing adequately and is a terrible staff member; a glowing evaluation in which the employee can do no wrong; and a vague, flowery appraisal that's void of any substance.

Ensure that your appraisals are frank and to the point. They should identify ways for employees to grow through education and experience. All employees have skills they can learn, grow, expand upon or develop. As a manager, it's your job to mentor and work with employees to identify those opportunities. By always looking for ways to increase their skills and education, your employees will become more knowledgeable, and they'll perform better for you.