How To Reduce Employee Turnover At Your Medical Practice

by | May 12, 2020 | Blog, Medical Practice Growth Strategies, Medical Practice Management Consulting

Employees are a critical asset to your medical practice. Without employees, physicians would service every task required for a patient to flow through your clinic correctly. From scheduling the patient to collecting payment, your employees fulfill countless responsibilities that allow you to treat patients.

Despite the vital role these individuals play within your organization, practices regularly find themselves replacing an employee that quit or was fired.

As a leader within your clinic, it is imperative to pursue measures to retain quality employees. Turnover is hugely disruptive and expensive. The expenses stem not only from the cost to replace the employee but also the loss of productivity. Further, it takes an emotional toll and cultural drain to continually watch employees leave the practice.

How Do You Improve Employee Retention?

Begin by reviewing your recruiting process. Develop criteria for hires. Document the required personality traits and skills for each position. Use a star employee as the benchmark for building the avatar. Assess the performance of managers based on compliance with the hiring standards.

Often, poor-performing and short-tenured employees are the results of overlooking red flags in a candidate’s application. Avoid candidates that show a pattern of frequently changing jobs. Work experience at other medical practices is helpful, but don’t prioritize this as an eliminating factor for administrative roles.

For example, the core skill of a great receptionist is customer service; however, this skill is also necessary for all customer-facing positions, regardless of the industry. It is easier to train employees on the workflows of your office than the soft skills used to perform these tasks at a high level. Additionally, the talent pool increases when you are agnostic to the industry of a candidate’s work experience.

Curate interview questions that lead to answers on “how” rather than “if” a candidate demonstrates a required skill. In an ideal world, employees work for you to support your clinic’s mission and vision. However, we know this is not always the case. Employees work because they need to support their family and spending needs. When an individual is unemployed, they may become desperate to find a job to pay their bills. Consequently, the applicant may embellish their skills to secure the position.

Align your hiring needs with growth initiatives and your strategic plan. In times of desperation, resist the urge to lower your standards and hire on quantity over quality. Rather than hire out of urgency, consider publishing evergreen job posts on your website. You may not always need another employee, but you never know when a superstar candidate is seeking employment.

Compensation is essential; however, great employees are more likely to depart due to the work environment. Establish trust and empower employees to make decisions without receiving approval. You accomplish this by enhancing training and development. Document the core process of every function within your organization. Create clear step-by-step instructions for each task. Inevitably, an employee will find themselves in an unfamiliar situation. Complement training with additional education that offers guidance on how to address these issues in the best interest of the organization.

Schedule a consultation today to learn how Great Lakes Advisory can help your practice: Schedule Now

Call Now!
Download the Guide

Download the Guide

Four Things Your Practice Isn’t Currently Doing...That You Should Be

You have Successfully Subscribed!