How to Build a Healthy, Happy Relationship with New Practice Staff
A productive team is integral to building and managing a successful practice. Developing a healthy, happy relationship with your staff can help keep them around long-term which will save you time and money. The success of your relationship starts before the employee walks through the door on their first day. Below is an introductory guide to on-boarding, training, nurturing staff relationships, and actions to take to help keep employees for the long haul.
On-boarding and Training Your New Staff
Develop and review your training plan ahead of time – Before your new hire begins, write down and organize your training notes. This will help your training run more smoothly. Take time to review your notes to make sure you haven’t missed any key information, and be sure to discuss your training plan with your new hire before they start.
Include training on your practice mission and vision – If you clearly articulate your mission and vision, and make sure new hires understand how their roles relate to your overall practice goals, your goals will become their goals. Employees will grow to embrace your mission and vision, and become representatives of your practice brand.
Create behavioral objectives – For a more effective training session, tell the employees what they should be able to do by the end of the program.
Provide resources – It may be helpful to share your training notes with your staff to keep for reference. Also, provide a list for your new employee that includes important information like a description of services offered by your practice, insurance information, and a review of what a patient visit is like from beginning to end. Be careful not to overwhelm your new hire with information. Focus on the most important items they need to learn right away.
Nurturing the New Hire Relationship
Check in often and have an open door policy – It is natural for anyone to get confused or have questions when learning new tasks. At the start, check in a few times a day and encourage the new hire to ask questions.
Make new hires feel welcome – There are many ways to make your new hire feel like they are part of your practice team. Try including more seasoned staff in your training program. Add opportunities where new hires can work with you and other staff to problem solve and develop solutions. This can strengthen staff bonds. Plan activities over the first few weeks that provide an opportunity for new staff to get to know you and other staff in casual settings. The more comfortable you can make your new hire feel, the faster they will feel like they are a part of the team.
Give praise whenever possible – Complimenting your new hire on a job well done will build their confidence and show them they made the right choice in joining your practice.
Survey your staff – In order to determine whether or not your training is effective, conduct a survey. Surveys are a great way to find out what your new hire feels they still need to learn. By including the rest of your staff, you can also gain their perspective on the new hire’s progress and what may be needed as far as future training.
Assign achievable goals and responsibilities – Once your new hire has settled into their role, give them more responsibility and control. Your new hire will feel more valuable and part of the team. Include the opportunity for your new hire to be involved in making decisions. This will create trust and a culture where people want to take ownership of problems and their solutions. Discuss adding new responsibilities to their workload when they are ready to take on more.
Tailor benefits to your new hire’s needs – Evaluate the benefits that you will offer to your new hire. Consider how you can customize those benefits to fit their needs. Look at things like flextime, free meals, discounted (or FREE) practice services, or other incentives.
Enhance long-term career development –Show that you care about your employee’s future career by working with them to map out their goals and objectives, and include training that can help them achieve those goals. Always try to promote from within your practice. Provide clear paths for advancement in the practice, and offer support and training to help your employees grow.
A lot of time, energy, and resources go into hiring the right staff. The more time you invest at the start, the faster you will have an adept, engaged member of your practice who will want to stick around for a awhile.