Get feedback for new hires before the first day so they can “hit the ground running,” get morale-boosting feedback to enhance confidence (important for recent residents), and actionable suggestions for development (for late-career physicians/providers with some “rough edges”).
The onboarding PULSE is a post-offer feedback process that helps healthcare facilities better understand their candidates prior to joining the organization, so they can “hit the ground running” with actionable feedback to help ensure better alignment with the culture of your organization. The “Onboarding PULSE 360” survey feedback” enables your new physician, provider or manager to receive feedback from their prior facility after they have given notice.
More Accurate Assessments from the Start
Collecting anonymous feedback from previous departmental leaders and peers provides a wider lens from which to obtain more developmental information, compared to simply relying on often superficial reference letters or polite phone calls. Anonymity helps ensure candid feedback, enabling the chief or chair to have greater insight into both the strengths as well as any areas in which they might benefit from support and mentoring.
Improved Alignment
During the honeymoon period, new employees tend to be on their best behavior, or at least given the benefit of the doubt for any rough patches, potentially obscuring or delaying any mentoring around any problematic behavioral patterns that may be emerging. With the “Onboarding PULSE 360 Report, the department head will have a more accurate picture of the newcomer’s professionalism, interpersonal and communication style, work-style and teamwork skills. Armed with more actionable feedback, the leader can address any emerging issues sooner and with more confidence with the goal of helping the new provider more quickly align with the department’s culture.
How Does It Work?
Once the employment contract has been signed, the Facility emails the new hire a link to indicate their current work setting, which then determines a list of requested rate or job titles. For example, a resident would be invited to provide the names and email addresses of their program director, program coordinator, chief residents, department chair, administrative leader etc. A mid-career physician who has given notice at a clinic in which they were working would be asked to list the medical director, administrative director, specialty lead, nurse manager, nurses, staff, and the other physicians and providers with whom they’ve worked. Instead of listing one or two references, they are providing the names and email addresses so PULSE can invite anonymous feedback from most of their team members.
Onboarding PULSE 360 Report
PULSE identifies and summarizes the feedback surveys, and then compares the scores to the candidate’s specialty-category PULSE national benchmark healthcare norms. Numerical ratings are highlighted in green if they are above the 80th percentile, and yellow or red if they are, respectively, below the 20th and 10th percentile. All open ended comments are merged together from all raters and reorganized when possible into behavioral themes for either acknowledgment or development.
How is the Onboarding PULSE 360 Report Typically Used?
Different facilities may customize how they use the feedback summary. The chief medical officer, department chief or chair, or human resources may review the feedback with the physician during the first few weeks, acknowledging the strengths and identifying any opportunities for development. The department head may assign an “Onboarding Buddy” or mentor to the new hire to meet periodically to support their ongoing adjustment and assimilation into the facility’s culture. Alternatively, the facility may prefer that a PULSE Coach conduct the debriefing and help the new hire identify developmental “Excellence Goals” based on the feedback they received.
“Probation” PULSE 360
Follow-up 360 feedback at 6, 12 and 18 months can reinforce strengths and assess any improvement progress. For those who may be struggling – for example, the transition from trainee to a community physician can be challenging – the Facility can opt to use one of the PULSE Coaches for short-term tele-coaching. Online educational modules can be assigned by the coach from PULSE’s library of 100+ modules for healthcare professionals. Leadership may prefer to implement a monthly “Leaders’s Loop” feedback process, so the new provider receives frequent reviews about their progress and suggestions to help them reach their developmental goals. Any emerging tension or friction can be addressed through the “Fresh Start” process facilitated by PULSE coaches.
Clear, actionable insights designed to transform individual and team performance. Ready to learn more?
