Designing Health Care Performance Management Systems to Meet the ‘Triple Aim’
The Institute for Healthcare Improvement’s Triple Aim initiative is designed to optimize health system performance by focusing on three key areas: better patient experience, improved population health and lower per-capita costs.It’s an ambitious approach to meeting the big challenges facing the the health care system, one that requires continuous improvements at all levels of the organization. “The Triple Aim framework serves as the foundation for organizations and communities to successfully navigate the transition from a focus on health care to optimizing health for individuals and populations,” according to the IHI.That shift in focus must be applied to your employee performance management system, as well. Here’s how to make the connection.
Tie Individual Goals to Triple Aim Targets
The time-specific and measurable goals your organization sets under Triple Aim can serve as the backbone for how you manage and develop employees.First, determine what kinds of skills employees will need to meet the goals you’ve set. In health care, attention to detail and comfort with ambiguity are some of the most common. No matter the goal, it’s likely that communication and collaboration will also be highly important. In many cases, the skills employees need to achieve Triple Aim goals will depend on the goals you set.Then assess the employees in the positions that will achieve the goals to determine whether they have the competencies needed to brings these goals to fruition. The results will give managers a road map to follow when hiring employees to fill those positions, and for establishing developmental situations for current employees to grow into.
Measure Workers’ Progress Continuously
As a change-management initiative, Triple Aim calls for extensive measurement. However, it stresses the importance of measurement as a tool to improve processes, not merely for the sake of research or data-gathering. For example, testing new processes should consist of many sequential, observable tests, not one large blind one. Gathering just enough data to learn and complete a cycle of testing can be more useful than collecting as much data as possible.This same approach can also help you develop employees more quickly. For example, rather than offering once-a-year performance reviews that focus only on one specific skill set, develop a culture of feedback in the moment that gives employees more immediate ideas about how to change their actions to build skills and get better outcomes. Periodic check-ins throughout the year are more effective than relying only on an annual performance review.
Implement Tailored Development Plans
Once you’ve established the skills gaps employees need to improve under the Triple Aim, it’s time to establish action steps for employee development. These steps are concise and specific, and create accountability in an employee’s effort to improve. For example, if the employee needs to work on collaborative skills, action steps may include speaking up more often in meetings or taking notes of everyone’s suggestions.Include a timeline after setting these action steps, so employees can monitor their own progress toward their personal goals. Self-assessments, observation by managers and peer feedback can keep the employee on track throughout development and reinforce changed behaviors.Looking for ways to develop your health care employees? Contact us to learn about our leadership development and coaching offerings.Success Labs is a leadership development and management consulting firm in Baton Rouge, Louisiana. For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore their business potential and improve their company and cultural performance. Contact us to get proactive about your people strategy.
