Have a difficult employee, low staff morale or trouble filling vacancies? Tips and guidance for how to be a better leader.
You know the best way to treat a sinus infection, but there are always better ways to treat people.It’s important to create a welcoming environment for patients so they can have trust in the care you provide. It’s equally important to create a work culture where employees feel safe providing that care.Physicians Practice surveyed 943 practice owners, managers and physicians to learn about their staffing challenges. Here’s what they say has worked for them.
Always be interviewing, even if you don't currently have an open position. You never know when someone is going to leave, and you'll already have interview candidates.
Be picky about your hiring. Find the right person to fill a position instead of just filling a position with a warm body. This will lower your turnover.
When interviewing, remember that candidates are on their best behavior. If you don't really, REALLY like them in an interview, you probably will be unhappy with them when they work for you.
Allow people to be the experts of their jobs. They will tell you honestly, if you ask, where the double work is, where the time wasters are and what can be done to streamline tasks. Your people are smart and deserve to be treated as such.
Do your research. Understand all nonclinical aspects of staff roles as well as the division of necessary tasks, skill sets and experiences for a well-run practice.
Find ways to develop employees’ personal and professional growth. This keeps them engaged and happy even if they don't change positions.
Do not overlook the value of RNs on the team. They are an integral component for risk reduction and patient satisfaction.
Have an open-door policy and listen to your employees. Communication and candor among staff build a healthy work environment and rapport, as well as an improved workflow and patient care delivery.
Cultivate a relationship with staff so they feel like their input is not only taken seriously but is acted upon. Allowing staff to participate in decision-making as much as possible makes a big difference in their satisfaction and engagement. This also helps get buy-in for future initiatives.
Research what others are paying for positions you are looking to fill. Base your practice rates as high as the market allows to best compensate staff. Going cheap on starting salary will ensure that you get less attractive candidates. Think of ways you can increase employee satisfaction beyond wages. Are there perks you can offer relatively cheaply? Think of things such as offering donuts, flexible scheduling and paying reasonable amounts for employees to learn more in their roles.
Ensure there is always someone in a position who is proficient in that area. Have manuals and quick reference guides per department on the operational and clinic flow. Update quarterly or as needed. Develop quizzes to see where an employee’s weaknesses and strengths are and place the individual with another staff member to learn from until you develop a strong cross-trained team.