The goal of The Practice Solution Magazine is to provide practice owners with practice management information that will assist them in achieving success.
Knowing how to monitor and measure productivity objectively is the underlying secret of success for any practice or business. No doctor would decide on a treatment plan without properly examining a patient and performing whatever tests are necessary to determine the proper course of action.
Practice owners bring on new employees for a variety of reasons. Often, when practices are undergoing expansion in production and income, they require increased staffing. Or, due to poor past hiring procedures, practice owners find that they have to replace employees who are poor performers. There is a natural attrition rate as well when a staff member moves out of town, gets a higher-paying job, etc.
Many past Practice Solution articles have been written on numerous aspects of our successful hiring procedures, including testing, how to conduct proper interviews, how to weed out unqualified candidates, legally acceptable and unacceptable questions to ask, etc.
Are you as confident in your ability to get a steady flow of new patients into your practice as you are in your ability to provide high quality technical care?
You should know that successful marketing follows a proven technology that, when applied correctly, will get results with the same predictability that you get clinical results on your patients.
In order to function most effectively as a team, agreements must be known and adhered to for smooth, efficient coordination and cooperation. This is also known as “policy.” As long as people know what the rules of the activity are, and those guidelines are clearly presented as being in the best interest of the activity, the policies will be followed, resulting in a smoother operating environment.
Performance evaluation is viewed as a process to ensure a high quality of service to the patients and clients of the practice by fostering personal and professional growth of the staff.
A performance evaluation does not necessarily mean that the employee will be receiving an increase in pay. That is not the purpose for the review and should be addressed as a separate issue at another time. This way the evaluation is not linked to a pay raise.
Why do some practices seem to run smoothly while others struggle with confusion, bottlenecks, and constant interruptions?
One of the key elements of a successful practice is its level of communication.
This communication level is not just how people talk to each other. “How” is important, but there is more to it than that.
The primary function of the Office Manager is to accomplish the goals and purposes of the practice as determined by the owner. The Office Manager should assist the owner in developing policies that forward the purpose of the business as a whole…
In my nearly 23 years of delivering practice management training and consulting, I’ve found that of all available marketing techniques, properly asking for referrals is the most effective. There are several reasons for this…
Most doctors, when starting their practices, miss some of the basic actions that should be established prior to opening. An owner of a healthcare practice should always, as a first step, work out the following basics…
There are two channels or vectors for marketing your practice. The first is internal, the second is external. Internal deals with dissemination and promotion within your practice…