How would you communicate the implementation of performance measurements so as not to panic a staff?

Answer 1

First, do not call it "performance measurements". At a nationally recognized hospital system I worked for, we implemented a Total Quality Management program referred to as "TQM". The program was implemented and monitored by the Internal Audit department. In a nut shell each department was audited. The objective of the audits was to identify areas for improvement and to ensure compliance with various regulations and standards. Problems or deficiencies were referred to as opportunities. Very specific and detailed processes were outlined and put into a flow chart. With key personnel from each department included in the process, the flow charted processes were then analyzed to identify any "opportunities" and a plan to address the "opportunities" was put in place by each department. Monitoring of implementation was done by the Internal Audit Department.

Answer 2

Reward good performance

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