MDNews - San Antonio

October 2018

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Are You Causing Staff turnover? MGMA Connection, August 2017, focuses on human resource management. Since most practices do not have an HR manager on staff, HR duties usually default to the practice administrator. We should take every opportunity to read and absorb information regarding trends in managing our staff. The Ga llup "State of the American Workplace" report states that 51 percent of U.S. workers are actively looking for a new job. Do you know who those employees are in your practice? Every time you lose an employee, there is an effect on the opera- tions of the practice, not to mention the additional cost of recruiting, onboarding and training the new employee. The cost is estimated to be between 50 and 150 per- cent of the position's annual salary. TURN AROUND YOUR TURNOVER An online search about this topic found an article titled "7 Traits of Truly Horrible Bosses" by Jack Fehr, which illustrates why staff turnover occurs. The article identified negative traits for a boss, such as poor communication, being a bully, m icro -m a na g i n g a nd over work i n g employees, that are easy to fix. We should do a self-assessment of the tra its we would not want from our boss, and then translate those "bad" traits into positives to manage employees. Another article titled "7 Common (but Fixable) Causes for Employee Turnover" by Justin Reynolds suggested employees leave because the culture is toxic, there is no opportunity for advancement, it's not fun and they hate their bosses. The Ga llup "State of the American Workplace" report states only one-third of employees who responded are engaged, 16 percent are actively disengaged and the remaining 51 percent are not engaged ... they're just there. Think about your staff: How do these numbers match up to your employees' engagement at work? Are we regularly telling our employees they are doing a good job? Do you make employees feel like they are contribut- ing to the practice's vision and they are important? The Gallup report states that BY DINA PETRUTSAS, CPA NO MAT TER THE SIZE OF YOUR MEDICAL PR ACTICE, STAFF TURNOVER CAN CAUSE PROBLEMS IF THERE AREN'T ENOUGH STAFF MEMBERS TO ENSURE PATIENT APPOINTMENT DEMANDS ARE ME T. COULD SOME OF THE TURNOVER BE PRE VENTED IF WE TOOK A DIFFERENT APPROACH TO MANAGING OUR PR ACTICE? 2 0❱❱❱❱❱ P R A C T I C E M A N A G E M E N T

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