Fill Vacancies Faster and Combat Turnover with Tips and Tricks from Practice Management Expert Laura Graves.

Any practice owner knows: Great practice employees are hard to find, and even harder to keep. This is especially true amid the COVID-19 pandemic, when unprecedented unemployment rates among healthcare workers make retaining and attracting “top talent” in 2021 a formidable challenge. 

Even small changes to the way you run your practice can increase the chances your best employees will stay with you for the long haul. These tips and strategies will help you create a practice atmosphere that fosters loyalty in new and existing team members.

Attract

Take Advantage of Local Partnerships.

Take advantage of hiring pipelines by signing an “affiliation agreement” with local healthcare colleges and universities. By providing an opportunity for externs to get hands-on training within your practice, you can better evaluate these externs in a practice environment and identify the best candidates for vacant positions.

Review Wages.

Wages in the healthcare industry are constantly in flux. Previously competitive salary ranges can slip below market average within a matter of months. I recommend practice owners complete a wage and benefit analysis at least once a year to ensure they are still in-line with industry standards. 

Short on time? You can also work with us to analyze and optimize your existing compensation and benefits package to attract quality applicants in 2021.

Be Honest with Applicants.

You won’t do your employees or your practice any favors by sugar-coating the challenges your office navigates on a daily basis. When interviewing applicants, discuss actual scenarios that have happened in your office so you can assess how they’d handle similar situations. Ask open-ended questions that foster a more in-depth conversation that will help you determine if this person truly is a good fit. 

Above all, be honest about the challenges a new hire will potentially face in your practice — it could impact your patients as well as your team. A good job fit contributes not only to happier and more productive employees, but better outcomes and happier patients as well. 

Write Clear Job Descriptions.

The quality and accuracy of a job description has a measurable impact on how many qualified people apply for a vacancy, so don’t overlook their importance. Take the time to clearly and concisely outline the expectations of the job, and what prior experience is required. 

Remember that female applicants in particular tend to apply only for jobs for which they meet 100 percent of the qualifications, so consider which requirements you list carefully. 

Retain

Manage Your Managers.

In the average practice, employees are generally promoted and elevated into management roles without any associated training. Even the most effective employees can struggle in leadership roles if they’re not given the right support, so make your managers a priority this year. 

Invest time (and budget, when possible) in providing your practice leaders with a working knowledge of leadership fundamentals. Gallup research shows that managers have a profound impact on employee engagement, so an investment in training can also positively impact your productivity.

Demonstrate a Commitment to Safety.

Health and safety are understandably top priorities for employees amid the COVID-19 pandemic — and employers’ failure to safeguard either could have a major impact on employee retention. Now more than ever, it’s crucial to ensure you’re in compliance with OSHA regulations, and that your policies regarding employee safety are reflected in your practice processes.

Show Appreciation Early and Often.

The simple act of showing appreciation for your employees can impact your retention efforts. According to a recent poll of 1500 workers, 63 percent of workers who reported being very unlikely to job hunt in the next 3-6 months were also those who said they were “always” or “usually” recognized for great performance at work. 

Make time to provide regular feedback and seek input from your employees when solving issues. Simple verbal affirmations or email messages are often enough to make a big impact on employee happiness at work.

Offer “Perks” Your Team Members Value.

The most sought-after benefits and “perks” this year are very different than in years past. In 2021, practice employees are much more likely to value perks like bonuses, additional time off, and a more flexible schedule that allows remote work. When in doubt, ask your staff what types of perks would help them maintain a healthy work/life balance.

Foster Mentorship and Growth.

Last but certainly not least, ensure your practice is set up to foster mentorship and growth. According to an analysis of employee reviews, ‘opportunity for advancement’ is one of the top contributing factors for employee happiness. Happier employees are much less likely to look for work elsewhere, so don’t overlook the value of establishing clear paths for mentorship and growth within your practice.

Your Partners in Practice Management

The challenges faced by practice owners today stand in the way of achieving great patient outcomes. Contact us to learn more about how Zenith Healthcare Solutions can help you streamline the most complex and time-consuming parts of running a practice so you can focus valuable energy on your patients and team.

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