Feedback Matters: Four Guide Points For The Employee Review

Do you ever find yourself wondering about your performance at work? Questions like, “Am I doing a good job?” or “How can I elevate my role in the office?” inevitably arise. Maybe it’s time to ask for—an employee review. But how do you approach it? Fear not! In this article, we’ll explore four essential tips to help you request and prepare for your next review. Whether you’re a seasoned dental professional or just starting your career, these strategies will empower you to make the most of this valuable opportunity

1. Choosing The Right Time

Make sure your employer is not in the middle of a focused task. For example, you walk by and see the doctor hard at work on the 3D digital model of the crown they are creating, that’s not the time to interrupt and say, “Hey Doc, I’d like a review!” Finding the right time can be tricky, especially if it’s a busy office. One way that has worked well for me, is to approach the doctor or HR person after they have returned from lunch, and said, “when you have a moment, I’d like to discuss scheduling a time for a review.” Please notice, I am not asking for the review at that time. Just stating I’d like to find a time to schedule one.

2. Requesting Via Email

If getting face to face time to request the review is too challenging, send an email request. For example: “Hello Dr. Dentist, I’d like to meet with you for a performance review. Could we schedule a 30-minute meeting sometime in the next week or two? I value your feedback and the opportunity to grow.”

3. Preparing For Self-Assessment

1. Be prepared to demonstrate areas in which you perform well and areas you’d like to improve. Do not assume the individual performing the review knows these items. Have three to four items written down for each category. Have a copy for you and for the person conducting the review. This helps both of you stay on track and provides written documentation.

Also, provide details describing your areas of high performance. Have the data available to back it up. Perhaps you have patients who constantly request you. Or you have gained more skills and knowledge to incorporate into your daily patient care. On the flip side, provide possible strategies for your improvement. This is the perfect time to stay open and curious about your growth. We cannot be perfect at everything.

4. The Follow-Up Process

A week or two later, make sure to follow up with the person who provided your review. Thank them for taking the time and sharing their constructive feedback. But even more importantly, make sure you follow up with yourself. Don’t just walk out of the review and leave all that valuable information on the table. Take a moment to reflect and see how you incorporated the feedback into your daily clinical practice. And when you connect with your boss, tell them what you have learned and done to incorporate their feedback.

Taking the time to initiate an employee review can be a little scary, and that’s ok. Use these tips to start the conversation. Let the employee review process be your compass—a chance to recalibrate, celebrate achievements, and chart a course toward even greater success. So, embrace the dialogue, share your strengths, and let curiosity be your guide. With each review, you’re not just reviewing the past; you’re shaping a brighter professional future.