Your Responsibility to Your Staff – Part 2

This article is a continuation of “Your Responsibility to Your Staff.” If you have not yet done so, we recommend reading that article to have full context when reading this one.

3. Policy: To create stability for the practice and to keep the lines straight, it is very important that you continue to implement written policies. There should be written policies to govern all activities in the practice.

When you write a policy, place the original in a binder marked “Policies.” The office manager would then distribute a copy to each relevant staff member, indicating to the staff that they are to read the policy and send a note to the office manager reporting that they have done so. Their copies of the policy would be placed in their “job description” manuals, in the General Staff Section.

Office managers can be very helpful in policy development and deployment, but they need to know precisely what your policies are. Your office manager can write the policies and submit them to you for final approval. He/she can and should suggest areas in which policy is needed. Also, general staff should be encouraged to propose policy via the office manager.

4. Setting Goals and Targets:When targeting your weekly and monthly quotas, it is advisable to plan ahead, prior to your staff meeting, and really confront how much production you did the week/month prior. Following that, figure out how much can realistically be produced within the upcoming week/month, bearing in mind that you should set targets to increase production. Really take a look at what CAN be done, then go over it with your office manager, and then with the rest of your staff at the staff meeting.

Each week, you should bring your graphs to the meeting and keep the staff informed as to how the group is doing overall in approaching its goals.

5. Group Member Responsibility:The more each staff member takes responsibility for the office as a whole, the better your office will do. It is very helpful to have each staff member arrive at the staff meeting prepared to contribute. This is something the owner should promote and support, so that the staff realizes the importance and complies with the office manager’s orders. The goal of the executive should be to encourage and show the staff how to become more and more responsible and able to contribute to the creativity, growth and expansion of the practice.

If you have any questions about how to manage your practice better, feel free to give us a call at 1-800-695-0257 or fill out the form below, and we would be happy to get in touch with you.

Questions or Comments?