Do you ever feel things in the practice aren’t running as you want? That you’re working to pay everyone else? That your team isn’t on board?
Do you ever just want them to do what they’re supposed to without you having to remind them? Are you taking employee problems home with you at night?
If so, you’re not alone. Most practice owners have this same complaint – no matter what category your practice falls into, we’re all in the same boat. As many of us started out as providers, we got into healthcare to ‘help’ people,’ not ‘manage’ them. Also, we wouldn’t be business owners if we didn’t have the drive to work hard; and I bet if you’re anything like Mike and me, you often wonder why your staff isn’t more like you. When managing our employees, separating our helping nature from the need to get people to do what is expected can be challenging.
Today let’s talk about finding the right people. Next week we’ll talk more about getting them to do what you need them to do.
There are people out there who can and will do what you need them to do. You just have to have the right process in place to help you find them.
I don’t want you to get any ideas that we’re somehow the perfect owners and managers. Like where you might be now, we went through some tough times finding staff, keeping them, and getting them to produce when we started our growth and expansion.
I’ve talked about how things started out seven years ago, but I’ll share again if you’re new to Front Office GURU.
My husband Mike and I are both PT’s, and his lifelong dream was to own his own practice. In 2004, he achieved that dream, and LSTC was ours. Back then, he didn’t have a corporate or business owner mentality. He was happy treating his patients, the practice was producing, and things were good. But in 2010, things started to change, and by mid-2011, insurance companies weren’t paying what they used to, referrals were down, and things seemed pretty bleak.
We knew that if we didn’t do something soon, we wouldn’t survive all the changes, so we got help from a consultant and started the practice on a path of promotion and expansion. Within less than a year, patient visits and our ‘team’ had more than doubled. It was no longer Mike, a PTA, and a tech. Now, there was a team of eight, and along with that growth came the problems that can accompany fast growth, hasty hiring, and a lack of new employee training programs.
To begin to take control of our front-end issues and allow the practice to grow with the right team members, I started working in the practice as the Director of Admin. I recognized all the missing things in our hiring and recruiting program that kept us from finding great staff. After evaluating our program and looking for a way to improve it, I created a system to help our practice consistently recruit and hire quality employees. I offer that as a program for owners like yourself.
If you’re someone who likes to do it all yourself and has the time to invest, here are a few tips to help you get started on the right path to finding the right team members:
Make a list of your ideal employee qualities
This is a very real thing. You have to know with certainty what qualities you want an employee to exude. Are they friendly, organized, or a task master? Are they driven?
Only you can know what you’re looking for, and you should sit down and note what qualities you need for a great team member. Don’t get caught up in them being ‘nice’. They should, of course, be nice, but you want to make sure that you have laid out what qualities will make them the best employee.
Here are a few of mine:
- They’re not ‘job hoppers’,
- They have a history of being able to get things done,
- They can follow directions the first time,
- They accept a challenge.
Lay out your expectations for the position
The other thing you have to ‘know with certainty’ is what expectations you have for each and every position in your company – if you don’t know this and haven’t written it down, it can and will cause confusion and the end result will be employees who aren’t doing what you expect them to do.
Have a system for recruiting and hiring
I talk a lot about systems because they provide a consistent and orderly way of doing things. If your goal is successful hiring practices, you need to have a system that you follow consistently with every position you’re hiring for.
Don’t listen to what they tell you. Challenge them. You want to make them work for the position and demonstrate their willingness to take on a challenge. For every hiring process, there should be a challenge (or more than one) that they have to complete.
Get help to improve your practice
When we first started out, we sought the services of a consultant, and it was money well-spent. Not everyone has the time to evaluate what works and doesn’t work when developing systems for hiring and recruiting or for other areas of the practice. Working with someone who has been through what you’re going through and has the experience or proven systems to guide you will save you time, money, and frustration in the long run.
I offer a proven recruiting and hiring system for private practice owners. It has seven years of testing and improvements backing it. It is still working its magic now that I’ve passed my Director of Admin hat over to my replacement. With my program, Taylor has a step-by-step process to follow, from defining the position she’s hiring to creating and posting an ad to making the offer.
With this program, she has a checklist to ensure that nothing is forgotten and lessons to keep her focused on the goal: quality employees willing and able to do the job she’s hiring for.
If you’re in need of a systematized recruiting and hiring program designed to help you hire only the highest quality employees, click here to schedule a FREE Discovery Call today.
Don’t wait! Get started today and start hiring quality employees who work toward your vision!
Wishing you the best, today and always!