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Write You - Medical Practice Management - Stop Team Deterioration Part 2
The Trash Service is one of the most important things in our civilization and yet in some cities the word trash and service hardly go together. Yet in other towns the trash service is incredible. In some cities the trash men go and get the trashcans and bring them to the trash truck themselves, you never have to take them to the curb.There are many cities where this is done and especially in retirement communities and areas where the average age is over 55. This is what the customers want and they all pay extra for it so this is the customer service they get, because the trash companies have to bid o
Lack of Support or Freedom
Liberate action. Secure leader physicians give their employees the support and freedom to grow by trusting them to make independent decisions and to act in harmony with Nordstrom's distinguished service principle: "Use your good judgment--there will be no other rules." When you cannot provide the support to every employee, get a coach for your employees. When facilities don’t allow workers to have input into how work is organized, they send the message that employees’ opinions simply don’t matter. To ensure that frontline caregivers have a voice in the workplace, practices can improve RN supervision and
Use Your Body Parts To Stay EthicalWe all want to make the ethical choice, but sometimes it's tough knowing what the right choice is. Colleges teach courses on ethics, preachers shout guidance from the pulpit, and Momma did her best to bring us up right, but still we wrestle with choosing the right path.So, how can you navigate this stormy course? Here is how. God made you in His own image and there's a good chance that includes some of the body parts. You can use those parts for direction. What parts? Use your brain, nose, heart, and guts.Use your brain Your brain is your first line
Here is a recap:
Poor Pay Rate
Physician or Immediate Manager’s Attitude
Loss of Trust and Confidence in Leaders Often in the Form of a “Ghost” Promotion
Lack of Promotion or Advancement Opportunity
Stress Among Employees
Feeling Devalued and Unrecognized
Stress of Practice
Lack of Communication
Lack of Support or Freedom
Find out how to eliminate these reasons and create a money making machine!
Poor Pay Rate
I have four words for you: Pay a fair wage. Clearly, an organization's pay scale must be competitive within its market to even applicants, but it won't get you very far in developing a top-performing workforce. It's important to realize that most employees are motivated by something other than money. Create an environment that ensures that the employees' needs and desires are satisfied. Then, employees will become and remain loyal, and the organization will begin to realize optimal profit levels. So, pay a fair wage according to the norm in your area. Obviously, link compensation to knowledge and experience.
Physician or Immediate Manager’s Attitude
Capture their hearts. Exemplary leader physicians inspire their teams. They see each employee’s daily work as a vital role in accomplishing the practice's mission. The leader helps the teams to understand that registration and patient-accounting activities are just as important as clinical services.
Loss of Trust and Confidence in Leaders Often in The Form of a “Ghost” Promotion
Do not allow anyone to dangle promotions in front of employees in hopes of motivating them when the promotion is either not going to happen or it will be given to someone else. What motivation you may see is short-lived and will end badly for your profit margin.
Lack of Promotion or Advancement Opportunity
Drive learning. Visionary physicians understand the long-term business advantage of people's collective brainpower. Therefore, they implement invigorating employee-development plans and develop an overall culture devoted to growth. Provide for further educational opportunities. Medical facilities that don’t invest money and time to train their employees send the message that the workers are not valued and are dispensable. Provide adequate orientation for new staff and support ongoing training for long-term staff. This also enhances the quality of care. Create career ladders in the way of providing opportunities for career growth and advancement within the organization as well as across the continuum of long-term care services. If you fail to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.
Stress Among Employees
Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.
Feeling Devalued and Unrecognized
Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a partnership. Progressive leader physicians develop energetic communications with employees by sharing the goal-setting, monitoring activities, and creating reward systems that the employees truly value.
Stress of Practice
My entire book discusses this very issue. Need I go on any more about it?
Lack of Communication
Open up communication. Extremely successful physicians establish a strong connection between their employees and the organization. They understand the importance of keeping their employees fully informed about the organization's activities and direction, and also by seeking and incorporating employee input and opinions.
Lack of Support or Freedom
Liberate action. Secure leader physicians give their employees the support and freedom to grow by trusting them to make independent decisions and to act in harmony with Nordstrom's distinguished service principle: "Use your good judgment--there will be no other rules." When you cannot provide the support to every employee, get a coach for your employees. When facilities don’t allow workers to have input into how work is organized, they send the message that employees’ opinions simply don’t matter. To ensure that frontline caregivers have a voice in the workplace, practices can improve RN supervision and s
IN PART 1 of this two part article, we looked at Quality of the Product and Friendliness of the Service. In Part 2 we will consider alignment to particular requirements, responsiveness to needs, ability to deliver to schedule, and cost to the purchaser. Let’s get started.ALIGNMENT TO REQUIREMENTSA big part of competitiveness is found in the alignment of the product to the customer’s requirements -- if it does what it’s supposed to do, they’re gonna consider buying it. This was discussed back in Quality of the Product, but it also means that you, as the producer, have to consider needs that
Physician or Immediate Manager’s Attitude
Capture their hearts. Exemplary leader physicians inspire their teams. They see each employee’s daily work as a vital role in accomplishing the practice's mission. The leader helps the teams to understand that registration and patient-accounting activities are just as important as clinical services.
Loss of Trust and Confidence in Leaders Often in The Form of a “Ghost” Promotion
Do not allow anyone to dangle promotions in front of employees in hopes of motivating them when the promotion is either not going to happen or it will be given to someone else. What motivation you may see is short-lived and will end badly for your profit margin.
Lack of Promotion or Advancement Opportunity
Drive learning. Visionary physicians understand the long-term business advantage of people's collective brainpower. Therefore, they implement invigorating employee-development plans and develop an overall culture devoted to growth. Provide for further educational opportunities. Medical facilities that don’t invest money and time to train their employees send the message that the workers are not valued and are dispensable. Provide adequate orientation for new staff and support ongoing training for long-term staff. This also enhances the quality of care. Create career ladders in the way of providing opportunities for career growth and advancement within the organization as well as across the continuum of long-term care services. If you fail to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.
Stress Among Employees
Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.
Feeling Devalued and Unrecognized
Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a partnership. Progressive leader physicians develop energetic communications with employees by sharing the goal-setting, monitoring activities, and creating reward systems that the employees truly value.
Stress of Practice
My entire book discusses this very issue. Need I go on any more about it?
Lack of Communication
Open up communication. Extremely successful physicians establish a strong connection between their employees and the organization. They understand the importance of keeping their employees fully informed about the organization's activities and direction, and also by seeking and incorporating employee input and opinions.
Lack of Support or Freedom
Liberate action. Secure leader physicians give their employees the support and freedom to grow by trusting them to make independent decisions and to act in harmony with Nordstrom's distinguished service principle: "Use your good judgment--there will be no other rules." When you cannot provide the support to every employee, get a coach for your employees. When facilities don’t allow workers to have input into how work is organized, they send the message that employees’ opinions simply don’t matter. To ensure that frontline caregivers have a voice in the workplace, practices can improve RN supervision and
I spent a number of years consulting with small business owners on a daily basis, and I can unequivocally state that most of them had an extremely good understanding of the daily operations of their businesses. Unfortunately, most of them didn't have even a fair understanding of the general business principles that are ultimately responsible for determining their success or failure.So, while the owner of an Air Conditioning / Heating Service might know virtually everything there is to know about Air Conditioning and Heating systems, he or she wouldn't know nearly enough about proper recordkeeping or
Lack of Promotion or Advancement Opportunity
Drive learning. Visionary physicians understand the long-term business advantage of people's collective brainpower. Therefore, they implement invigorating employee-development plans and develop an overall culture devoted to growth. Provide for further educational opportunities. Medical facilities that don’t invest money and time to train their employees send the message that the workers are not valued and are dispensable. Provide adequate orientation for new staff and support ongoing training for long-term staff. This also enhances the quality of care. Create career ladders in the way of providing opportunities for career growth and advancement within the organization as well as across the continuum of long-term care services. If you fail to create career ladders for committed and experienced workers, employees believe that their hard work and experience is worthless.
Stress Among Employees
Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.
Feeling Devalued and Unrecognized
Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a partnership. Progressive leader physicians develop energetic communications with employees by sharing the goal-setting, monitoring activities, and creating reward systems that the employees truly value.
Stress of Practice
My entire book discusses this very issue. Need I go on any more about it?
Lack of Communication
Open up communication. Extremely successful physicians establish a strong connection between their employees and the organization. They understand the importance of keeping their employees fully informed about the organization's activities and direction, and also by seeking and incorporating employee input and opinions.
Lack of Support or Freedom
Liberate action. Secure leader physicians give their employees the support and freedom to grow by trusting them to make independent decisions and to act in harmony with Nordstrom's distinguished service principle: "Use your good judgment--there will be no other rules." When you cannot provide the support to every employee, get a coach for your employees. When facilities don’t allow workers to have input into how work is organized, they send the message that employees’ opinions simply don’t matter. To ensure that frontline caregivers have a voice in the workplace, practices can improve RN supervision and
Whether you’ve recently launched a new business or just taken over from a previous owner, it’s likely you’re floundering amidst the multitude of regulations and requirements the law bestows upon you. Perhaps the worst mistake of all is complete ignorance – something which is hard to avoid when there are several hundred issues vying for your attention.So what exactly do you need to cover in your workplace? It’s all very well putting the equipment and workers you need into a room with some desks, but just like setting up a hamster cage – you need to be aware of safety concerns. Luckily though, it’s unl
Stress Among Employees
Educate yourself, your managers, and your employees on how to communicate with each other to create goodwill and teamwork instead of silos or turf wars.
Feeling Devalued and Unrecognized
Find ways to recognize your employees in ways such as team member of the month or most valued player awards. There are lots of innovative ways of doing this if you get creative. Establish formal company-wide recognition programs that reward workers for dedication and high quality of care. Create a partnership. Progressive leader physicians develop energetic communications with employees by sharing the goal-setting, monitoring activities, and creating reward systems that the employees truly value.
Stress of Practice
My entire book discusses this very issue. Need I go on any more about it?
Lack of Communication
Open up communication. Extremely successful physicians establish a strong connection between their employees and the organization. They understand the importance of keeping their employees fully informed about the organization's activities and direction, and also by seeking and incorporating employee input and opinions.
Lack of Support or Freedom
Liberate action. Secure leader physicians give their employees the support and freedom to grow by trusting them to make independent decisions and to act in harmony with Nordstrom's distinguished service principle: "Use your good judgment--there will be no other rules." When you cannot provide the support to every employee, get a coach for your employees. When facilities don’t allow workers to have input into how work is organized, they send the message that employees’ opinions simply don’t matter. To ensure that frontline caregivers have a voice in the workplace, practices can improve RN supervision and
The people I refer to as "creative multipreneurs" are happiest when exploring their many passions and prefer to pursue multiple careers or develop multiple profit centers rather than choose just one. Like many people starting businesses they encounter a few boulders in the road to success. The following are six areas that may hinder you in your pursuit of your dreams.1. Timing/Duration It's quite common for many to express that the time is not right to launch a business, explaining they need to wait until their lives or circumstances have changed in some way. Possibly they're financially su
Lack of Support or Freedom
Liberate action. Secure leader physicians give their employees the support and freedom to grow by trusting them to make independent decisions and to act in harmony with Nordstrom's distinguished service principle: "Use your good judgment--there will be no other rules." When you cannot provide the support to every employee, get a coach for your employees. When facilities don’t allow workers to have input into how work is organized, they send the message that employees’ opinions simply don’t matter. To ensure that frontline caregivers have a voice in the workplace, practices can improve RN supervision and support two-way communication at staff meetings.
Discover Why ZERO Turnover is Bad...and What To Do About It in Part 3 of this series.
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