September 2015

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Phone (908) 823-4607- info@veterinarybusinessadvisors.com

Do You Need A Practice Manager?
    
For decades, veterinary practices have been moving away from the single doctor practice model and towards larger, multi-doctor practices. With practice growth comes increases in the number of employees, clients, and patients; growth of the facilities; and, of course, the finances become far more complicated. As a practice owner, the list of new tasks becomes seemingly endless. You may find yourself asking, should I hire a practice manager? Or perhaps you already have a practice manager; in that case the question becomes, do you really know what your practice manager does?

It's no secret that the average veterinarian is not known for his/her stellar business skills-but hey, someone has to own our veterinary hospitals, right? Each of the situations above presents different issues from different perspectives, but they all relate back to the same theme: what is the role of a practice manager, and how does that fit with the needs of your clinic?
 
In true veterinary form, we'll frame our analysis in terms that we all know and love: the SOAP. The situations above will serve as our client-reported concerns, opinions and insights; in other words, we've already covered the "subjective" part. So let's jump right into...

The key to a successful team: being accountable while avoiding the pitfalls of micromanaging 

Having a culture of accountability in the workplace is important for the success of your business. Each member in a team depends upon everyone else, expecting work to be efficiently and properly completed. When employees feel accountable, they often feel a sense of ownership and want the business to succeed.
 
However, the methods you use to hold your employees accountable can mean the difference between them feeling happily engaged - and feeling miserably micromanaged. Handled improperly, you can turn what should feel like an accomplishment into a feeling of failure, which results in tentative - and even disconnected - employees and unfinished tasks. So how can an employer create a culture of accountability without micromanaging?

Practical Solutions for Effectively Managing Your Greatest Asset - Your People

There is no greater challenge in veterinary medicine today than recruiting, hiring, managing, and retaining talented people. Now you can find answers to your most pressing human resources questions and get a people management resources guide, all in one complete kit.

The Human Resources Tool Kit simplifies the overall approach to people management in your practice, by providing you with the most up-to-date and comprehensive tools, tips, and practical tactics to managing employees of all levels.

Developed by Charlotte Lacroix, DVM, JD, The Human Resources Tool Kit offers simple, actionable strategies, plans, and forms you can start using right away - along with a wealth of information to guide you. The Kit provides a broad overview of various laws and regulations governing the employee/employer relationship. With an indexed listing of the most common workplace challenges and solutions, you'll learn "best practices" in dealing with:
  • Recruitment/Hiring
  • Orientation
  • Employee Records
  • Compensation
  • Performance Management
  • Discipline/Termination
  • HR Compliance Audit
 
Recruit, Retain, Realize, Relax! Order today.
 
In This Issue
HR Questions? Ask Kellie:  
 


Question: How do I deal with employees who are upset because I have accommodated a pregnant employee by temporarily eliminating some of her duties - especially if they are being asked to
"pick up the slack"?

The key to dealing with this (and really any other employee) issue is
communication. For example:
  1. reassure your employees that the situation is temporary and that you would make the same attempts to accommodate their reasonable requests in the event of their pregnancy or temporary disability;
  2. follow up with your employees on a regular basis regarding their work load and be open to their suggestions about how to more equitably distribute the work. You may even consider hiring a part-time, temporary employee to "pick up the slack"; and
  3. periodically acknowledge your employees' efforts and team work. A simple thank you can go a long way. It also would not hurt to splurge for the occasional box of muffins or chocolates for the office as a gesture of good will.

Each month we will try an answer a submitted question.  If you have a question you would like one of our consultants to answer: Submit them here

 Copyright 2015
2015 - Veterinary Business Advisors, Inc.
 
 
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