In the busy world of health care, performance reviews can be truncated or delayed. However, setting aside ample time for a review can increase productivity and set a path for success, not only for employees but also for supervisors.

A performance review should be more than a rehash of tasks during the last 12 months. To be truly effective, both the reviewer and the reviewee should take time before the formal sit-down to do a bit of independent work.

For the reviewee: Reflect on the time since your last review. What goals were set? Were they met or exceeded? What have you done beyond your job description? Are there areas that you would like to improve? How can your supervisor assist you in being better in your job? Do you have issues that need to be resolved regarding work assignments, volunteer or committee work, or do you have personal issues?

For the reviewer: Review your organization's goals and how they mesh with those of your department. How can the reviewee contribute to meeting or exceeding these goals? In what areas have the employee been outstanding? What can you do to help ensure further success for the employee? Do you see potential for growth, promotions or additional training?

Performance reviews can be excellent opportunities for employees to recommend departmental or organizational changes to help workplace teams be more productive or efficient. Employees may choose this time to request additional assignments or cross-training. Performance reviews deserve special attention and preparation - from employees' perspectives and from that of supervisors.

Be sure to set aside at least 30 minutes of uninterrupted time; hold phone calls and other distractions. Schedule an appointment and stick to it, unless there's an emergency. Recognize that performance reviews are a chance for one-on-one communication. They also provide learning experiences and chances to set mutually beneficial goals.

Supervisors and employees also should make a commitment to be candid. If there's an issue that needs to be addressed, deal with it openly. If there are new opportunities for growth, talk about them as well. Take some time to talk about the big picture: the teamwork of the staff and the way the department factors into the institution's success.

Performance reviews, when handled properly, can set the tone for a productive and positive future. Don't miss a valuable chance to create a pathway to success.