How to Resign the Right Way

Resigning from a medcal job can be stressful and uncomfortable depending on the type of situation you find yourself in. Sometimes a certain medical position just isn’t the right fit anymore or, maybe you’ve found a position elsewhere that is more beneficial towards your career goals. No matter what the case is, you want to leave your current position the right way, without burning bridges or creating hostility.

Be prepared when you are looking to leave your current medical job. Go over documents you signed when you took the job you are leaving and make sure you did not sign a noncompete or nonsolicataion because you wouldn’t want to jeopardize your future employment plans. Whether you’ve had issues with a fellow employee or you feel like your job performance is being overlooked by your boss, the right way to handle resigning starts with your letter of resignation and conduct while you are employed. A letter of resignation is a concise way of telling your current employer you’ll be moving on to another opportunity. Resignation letters are not meant to be rambling diatribes about your discontent with your current employer. If anything they are to be unemotional and to the point. If you really need to tell your supervisor any grievances you have then this should be done face to face. Remember, your current job (Physician Assistant, Nurse Practitioner, Medical Assistant Medical Biller….) has trained or taught you things you can take to your next position so be polite and cooperative. Your current employer might have policies for resignations that might include an exit interview or some kind of protocol you need to follow; be flexible and handle things in a timely manner. Make sure you give your employer at least two weeks’ notice before your last day. Building a good rapport with a medical practice, hospital or ambulatory surgery center starts from the very first day and should continue until you leave because you never know if you’ll need a recommendation in the future and you want to keep the lines of communication open for your benefit.

For assistance looking for a new position in the healthcare field plese visit SpineSearch’s current jobs on our curent Health Care Jobs page

Do You Know if Patients Think Your Medical Practice is Friendly?

Most patients can probably recall a time that they felt overlooked or treated in a rude manner by staff at a medical practice. Yes, medical and non-medical staff are very busy throughout the day, but this does not mean patients deserve to feel like they are an annoyance. After all, patients are coming to your practice in need or treatment or diagnosis and they deserved to feel welcomes and cared for.

A good way to get a jump start on creating a patient friendly atmosphere is putting yourself in your patients’ shoes. Take a look around the office, is the waiting room welcoming? A lot of patients often feel intimated when they walk into a waiting room that has tons of signs posted stating co-pays need to be paid at the time of service or about being late for an appointment. Your office has policies for a reason, but posting a bunch of signs may not do the trick. Calling patients to confirm their appointments 24 hours beforehand and reminding them in a polite way about co-payments will actually produce much better results. Sure, there will always be some people who cancel last minute or forget the co-pay, but having a system in place for dealing with minor inconveniences like these will reduce the stress of the staff. You may even consider an opt in text message notification policy like many practices are using today.

If you don’t know something is wrong you can’t fix it – Always make sure the Doctors, Practice Managers, Nurse Practitioners & Physician Assistants ask patients; How has your visit been? How easy was it to schedule your appointment? Are you happy with our practice?…. Patients who are asked for their input feel appreciated. One of the biggest ways to create a welcoming atmosphere starts with good practice management. If the staff feels appreciated, then the office will run happily and efficiently. Having a happy medical staff that is also on top of their game will reduce patient wait time and create a great atmosphere for you, your staff and most of all your patients’.

Evaluating Clinical and Non-clinical Staff

For a practice to run smoothly, evaluating staff regularly is very important. Sometimes, physicians are not sure how to go about evaluating their staff. A way to avoid the problem is to only hire employees that you know are qualified for the position, but after you hire an employee you must keep up with evaluations in order to make sure that your practice is operating at its optimal level. Evaluation helps provide documentation in cases where termination is necessary. It prevents unfairness in promoting, rewarding, and transferring staff to other positions. You must take into consideration professional qualities, personal qualities and develop a rating system that will apply to all employees. No matter what job responsibilities employees have they should be able to be evaluated on the same scale.

Depending on what their job duties are, rate employees in a way that is fair but you must also make sure that they are filling all aspects of their job description. Both clinical and non-clinical employees should understand that they are crucial to a practice operating smoothly. For instance, a non-clinical employee should not take their job less seriously because they are not a part of the clinical staff and vice versa. There shouldn’t be tension or resentment in the workplace. As an employer, your responsibility is to make it known that every employee in the practice has an important purpose. If you are playing favorites with the clinical or non-clinical staff then that will cause hostility and that’s something your practice cannot afford.

Evaluations of employees should come from the employer and the practice manager. Peers should not be responsible for evaluating other employees; you want to eliminate as much bias as possible. Peer review is generally not the best idea. As a boss, you have to look as who that employee works directly with; those are the opinions that matter. You should take the time to know every employee who is working for the practice. This may seem like a daunting task but in the long run you and your employees’ will be happier for it. Take an active role in the hiring process and schedule weekly meetings with staff, have a pre-evaluation, evaluation and a follow-up to make sure that employees needs have been met. Just using a few of these ideas will greatly improve your practice’s existing evaluation system or help you start an evaluation process in the future.

Creating a “TEAM” atmosphere in your medical practice

In order for a medical practice to run efficiently, members of the staff must work together to give the best patient care. A lot of the responsibility for a well-working practice will be up to the physician. If the physician puts in the effort to help make employees feel like they are working as a team, then employees will respond positively.

Just because employees share a common employer does not mean that they automatically become a team. As the employer you must create an atmosphere that values collaboration. If employees are shown that collaboration is a key part of making your practice run, then they will respond well to working with each other. This collaborative culture does not happen overnight. Employers must make a point to show employees that the whole practice is working together. Physicians and practice leaders should model teamwork in their interaction; this will help employees model the same behavior.

If two employees are not getting along then the employer needs to look at both employees as individuals with his/her own strengths and weaknesses. Examine their work process. In most cases employees disagree over how a task or process should be performed. One way of avoiding this conflict is to have weekly meetings where staff can share ideas or concerns. Employees need to have well-defined roles. When employees understand their role in the office they will work to their best abilities. Employees need to be reminded of the goals and mission of the practice. If employees are able to share ideas openly and honestly there may be less conflict in the future. You may also want to incorporate ice breakers into weekly meetings. Ice breakers may seem silly at first but they are effective in getting the whole staff to feel comfortable with one another. Limit these activities to no more than ten minutes. As much as you want the staff to feel comfortable, you also want to remind them how important professionalism is. Being a part of a professional medical staff is very important when it comes to patient care. When the team is able to come together, thinking, planning, decision making and actions are better when they are done cooperatively.

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Top Reasons Your Practice Should Utilize NP’s/ PA’s

Due to increase demand practices can benefit greatly by hiring a nurse practitioner or physician assistant. So, let’s start by eliminating some of the common misconceptions people have about using Nurse Practitioners and Physician Assistants.

In some cases, a patient may feel like an NP/ PA is not qualified to give the same care that a physician can give. This is not true. NP’s and PA’s go through extensive schooling and training in order to diagnose and treat patients. The main difference between them and a doctor is NP’s and PA’s work under a doctor’s supervision. This means that they can consult a doctor about a patient’s condition. The use of Nurse Practitioners and Physician Assistants is rising and can help fix the needs that may be unmet by a physician. This does not mean the physician is slacking on their patient care, but a heavy patient load may be dividing the physician’s attention. There’s no better way to fix this problem by using other qualified medical professionals.

Nurse practitioners and Physician assistants can help reduce salary expenses because it costs significantly less to employ an NP or PA than it does to employ a physician. Patient wait time will also be lessened. With an NP or PA on staff, the patients will not have to sit as long in the waiting room for a busy physician. As patient flow increases, the office will run more efficiently. For patients that have questions about preventative strategies NP’s and PA’s are the perfect fit for helping teach patients about obesity, newborn care, hypertension, diabetes etc. Patient compliance will increase and this frees up the doctor to see more patients throughout the day.

NP’s and PA’s can act as an alternate for the physician. If a physician is unable to see a patient and sends in an NP or PA, they are qualified and credentialed to give the same quality of care you would get from a doctor. NP’s and PA’s are trained to practice medicine under the supervision of a physician. They both have extensive clinical experience and practice under a variety of specialties. As a patient, you want the best care and NP’s and PA’s are fully qualified to provide that care.

A physician has the ability to train the Nurse Practitioner or Physician Assistant in the manner that best suits the needs for the practice. This will help patients who may not feel as comfortable seeing an NP or PA have reassurance of their capabilities. In conclusion, physicians can benefit a great deal from utilizing an NP or PA in their practice.

To take a look at any open phsyician assistant or nurse practitioner positions/job descriptions please click on the following link SpineSearch Positions

Whiplash Injuries and Neck Pain

Guest Blog

If you have ever been involved in a car accident where you were rear-ended, you may have experienced whiplash firsthand. It’s a common injury that can go away within a few days, but it also has the potential to become a source of chronic neck pain.

It’s easy to get whiplash from this kind of accident, because the head is suddenly accelerated forward, and quickly decelerated backward from the force of the motion. It can put an enormous amount of strain on the muscles in the neck, leading to a painful long-term condition.

Sudden forceful movements like this type of car accident can damage the ligaments and tendons in the neck. These muscles are extremely important, as they help support the vertebrae that hold the neck and head up.

Besides car accidents, it’s possible to get whiplash from many other kinds of accidents, like sports injuries and physical abuse. Athletes are often thrown into unnatural positions in contact sports, which can cause the neck to snap backwards and forwards. Repetitive motions like throwing, or falling awkwardly on an arm or a leg during a game can also make an athlete more prone to injury.

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It’s Not All “Dollars and Cents” When it Comes To Your Job Search

When searching for a new position most people tend to look for and accept the highest paying position possible. Whether you are a new graduate that accepts one job offer over another in order to make $2 more an hour, a seasoned health care veteran looking to transition to a much higher paying position … or perhaps somewhere in between; money speaks. No matter your level of experience, you should take a look beyond the dollar amount you are offered as salary. There are many other factors to think through besides the salary that a position pays.

It may not be the wisest choice to make an employment decision based purely on the salary or hourly rate that you are offered. When it comes down to it there are many other benefits that should factor into your career search that will ultimately help you to make a more informed decision. And many of these benefits actually affect the amount of money that you will earn (for example think about the rising costs of health benefits).

We understand that the salary you are offered important; we all need to support ourselves. Remember to ask yourself what other factors or benefits are most important to you in a career choice? Things to consider on top of health insurance include: location, tuition reimbursement, CME allowance, facility type, work schedule, work- life balance etc.? If you still think money (the salary you are offered) is most important, then consider this scenario:

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Phone and Skype Interview Tips

During the recruitment process companies are more frequently turning to the telephone and Skype (video conferencing) to conduct initial screenings for candidates. This is a time saving tool which allows recruiters to determine if a candidate has the right experience to bring in for a live in-person interview. As a candidate on the hunt for a new position you may be unsure of how to prepare for and act during such an interview. Here are some tips to help you ace your next phone or Skype interview with a potential new employer.

No pajamas– For a phone interview it may be surprising to learn but you should still dress the part! Yes that is right; don’t conduct your phone interview in your pajamas and while lying in your bed. Believe it or not, but dressing the part will actually makes a difference in your confidence which will be heard over the phone. If you’re dressed in your pajamas you may be too comfortable and can risk sounding unprofessional over the phone.

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Bad Habits in the Workplace

Our current Newsletter contains two articles with a focus on bad habits in the workplace. Whether SpineSearch has placed in you in a new position or you are currently looking to transition, we want to make sure that you are cognizant of the top rated bad habits in the workplace (that can actually jeopardize your chances of staying employed). Now that SpineSearch has helped you or is helping you to find your “dream job” we want to make sure that are not guilty of any of these bad habits and that you will stay happily employed.

Some of the top habits that we discussed in our newsletter and which lead to tension and an unprofessional image in the eyes of supervisors and other coworkers include:

Being late or leaving the office early- most everyone needs to come in late or leave early at some point in their career. But if you are chronically late or leaving early this shows that you are not committed to your work and that your time is more important than other employees and is more important than your job responsibilities. It is very unprofessional to show up late for meeting or to abuse your privileges by always taking extra time during your lunch break.
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