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How Do You Keep Them At The Practice

Posted by Ilena Di Toro | Posted on August 14, 2018

In case you haven’t heard, the U.S. labor market is the strongest it has been since the early 2000s. Payroll processor ADP issued a report in June that showed that the economy added 195,000 jobs and the unemployment rate was 3.8 percent.

Wait, there’s more. Government data shows that over 3 million workers are quitting their present jobs and going to other employers. This level of job hopping hasn’t been seen since the days of the Dot Com Boom.

Of course, people leave one company for another in the hopes of growing professionally and getting more money, as well. Yet, when an employee leaves, there is time, effort, and cost involved in finding and training a replacement. Your practice will prosper if you have low employee turnover. If you want employees to stick around, what can you do? Here are some tips.

Make your employees feel valued
While not every day at work will be exciting and fulfilling, there are little things you can do so that employees don’t feel like they are mere numbers. Ask for their ideas and if possible, implement them. Also, don’t just ask for information – be sure to impart it, as well. Let the employees know about the ins and outs of the practice and how their work impacts the bottom line. Of course, having some goodies, like pastries, in the breakroom does wonders for office morale.

Give the employees additional responsibilities
If someone is good at social media, let him run your social media channels. If someone has an eye for design, put her in charge of the frame boards and seasonal displays. Yes, it is tempting to do everything yourself, since it is your practice. Still, if there is a savvy employee, take advantage of that person’s know-how. The biggest complaint most hiring managers have is that “it’s so hard to find good people.” You have good people working for you. Find out what they are good at and utilize their skills.

Create an environment that is open to learning
While we were discouraged from sharing information with classmates when we were in school, it is a different story now that we are in the workforce. If an employee came up with a way to reduce the time from billing to payment, encourage that person to share it with others. If you figured out a way to deal with a know-it-all patient without offending that person, share the technique with others. Also, encourage long-time employees to take the newer employees under their wing and teach them about the office procedures and other things that help the practice run smoothly. There is no reason to erect a wall between you and your staff when it comes to knowledge. Everyone plays a part in making the practice a success. If someone knows something that can either save the practice money, make practice money or make life easier at the practice, let’s hear it.

Yes, it is a dog eat dog world out there, but your practice can be different. It can be a place where employees are valued not just for their labor but their ideas and for the fact that they are human beings. If the human beings in your practice aren’t valued, then the humans will be going to other practices.


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