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Performance Appraisals in Healthcare Settings

Performance appraisal is an annual examination of the results of the personnel’s performance that provides the chance to find the methods to improve operations and understand the role of each member in the organization. Although the purposes of this assessment are honorable, it often fails to follow this strategy. It makes some management experts question its relevance in healthcare settings. The analysis of the performance evaluation role in modern healthcare organizations provides the chance to identify the appropriateness of these measures. The performance assessment should be removed because it fails to regard all the possible causes, its connection with the level of compensation discredits its value, and it may decrease personnel job satisfaction.

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The performance appraisals should be eliminated from the work setting because they do not reflect the actual situation in the company. These assessments usually reveal the quality of performance of the employees annually. This fact may distort the results because the complexity of the cases and the variety of the situations proves that the general evaluation fails to emphasize the specific circumstances. Chin et al. (2019) explain that the nurses feel dissatisfied with their job because they regard the performance appraisals as the method to unify the information about their achievements. However, the challenges and circumstances differ these days when the variety of situations demonstrates that the evaluation should consider the results of some specific instances.

Also, the connection of the review with the compensation levels discredits the performance appraisals. Healthcare management uses these evaluations to identify the bonuses or the fines that some employees should receive. This connection between the assessment and payment questions the necessity to continue this practice because the nurses regard this approach as unfair and unjustified (Chin et al., 2019). Mainly, this situation may lead to distortions because healthcare organizations are interested in lower compensation. Consequently, they may focus on the issues and mistakes rather than emphasizing the evaluation’s approach. Besides, they may disregard the unconventional situations considering them insignificant, while they may demonstrate the real value of the employees.

The performance appraisal satisfaction of the employees might decrease the work engagement and job satisfaction of the nurses, making them search for other vacancies. When healthcare workers identify unfair evaluation of their efforts, they feel more dissatisfied with their organization’s functioning and aspire to change their work. According to Chin et al. (2019), the failure of the company to guarantee the quality of the assessment leads to the decreased engagement and commitment of the personnel. This fact, in its turn, causes the nurses to regard the management of the organization as lacking qualification and experience, which makes them search for new opportunities in other companies that might be more considerate in their decisions (Sepahvand et al., 2020). This fact reveals that the inability to provide fair performance evaluation makes the organization lose its workforce.

Thus, the assessment of the achievements should be eliminated from the healthcare work setting because it disregards all the situations, it focuses on the compensation rather than individual specifics, and it may impede engagement and satisfaction of the workers. The performance appraisals analyze the limited scope of functions and are based on annual data. It may distort the results because the restricted elements of work are considered. Moreover, the employees experience demotivation and dissatisfaction when the results of the examinations vary from their expectations. Therefore, these evaluations should be eliminated to guarantee fair treatment of all the workers.


Chin, W., Guo, Y. L. L., Hung, Y. J., Hsieh, Y. T., Wang, L. J., & Shiao, J. S. C. (2019). Workplace justice and intention to leave the nursing profession. Nursing Ethics, 26(1), 307-319. Web.

Sepahvand, F., Mohammadipour, F., Parvizy, S., Zagheri Tafreshi, M., Skerrett, V., & Atashzadeh‐Shoorideh, F. (2020). Improving nurses’ organizational commitment by participating in their performance appraisal process. Journal of Nursing Management, 28(3), 595-605. Web.

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