MEDI CAL SPAS
Medspa Performance
JOB COMPETENCY MEASURES SPA STAFF’S ABILITY TO PERFORM you do have someone who fails to live up to this hallmark, accomplished, still enjoy what they do, and have no you have dismissed them prior to the regular appraisal. aspirations for further advancement. While it is important that they continue to perform at a sufficient level, there is At the conclusion of the actual appraisal you still have a few no need for further investments in their development. more things to do. First, you need to rank your employees in terms of Concerns are just that—concerns. Rising stars are capable of their performance, from highest to In general, they are not fulfilling lowest. Keep in mind, this is a their role as needed or expected or being promoted two to three relative ranking. Your lowest they are not contributing to the performer on a highly talented staff levels over the next couple of culture in a meaningful way. Anyone may still perform well. Regardless, categorized as a concern must be years. They typically require you will want to coach your lower placed on a performance performers up. improvement plan. The primary additional coaching and skill goal is to coach the employee out of Next, categorize each employee as this category either through actual development. They have either high performer, rising star, improvement or dismissal from the experienced professional or organization. demonstrated technical ability concern. These categories will not necessarily match with your and leadership qualities. Often The final step after conducting the ranking. High performers are at the appraisals, ranking the very top. In fact, they may have the most effective investment in performances and categorizing reached their peak within the employees is to establish a organization. Investments in their professional development plan for them is through assigning development must be at an each member of your team, with the additional responsibilities or exception of your experienced advanced level, such as executive professionals. These plans address education or master’s degree having them manage larger program. This type of commitment the needed skill improvements as will propel your organization’s well as the goals for the business and projects. growth. Keep in mind that people the individual. performing at this level will seek opportunities elsewhere if there is nothing else for them There are a couple of recommendations for increasing the where they are. overall effectiveness of performance appraisals. One, be fully transparent with your employees throughout this Rising stars are capable of being promoted two to three process. Make sure they understand what is happening, levels over the next couple of years. They typically require where they rank and how they are categorized. Two, additional coaching and skill development. They have consider spreading the activities out across the review demonstrated technical ability and leadership qualities. period. For instance, if you are conducting appraisals every Often the most effective investment in them is through six months, do the 360° feedback at the three-month mark. assigning additional responsibilities or having them This will help you avoid assessment fatigue among your manage larger projects. They gain key experience, and you team and allow them to focus more time attention to the get to test how they function at those higher levels. activity. Experienced professionals, like high performers, have Elevating your employees’ performance improves your reached a peak. This peak, however, may be self-imposed. business performance exponentially. It starts with an They tend to be satisfied with what they have effective appraisal process. ■
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MEDI CAL SPAS • May 2009
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