Tag Archives: medical office marketing

You Can’t Manage What Your Don’t Measure

Managing effectively is reliant upon understanding how your business is performing. Knowing if your employees are performing up to par or if the business is bringing in revenue does not just happen overnight. Whether you are looking to measure job performance, finances or compliance it is never too late to start. As a business owner establishing the protocols to measure these aspects of your company should be put into place as soon as possible.

Your business may be in need of organizational change. Starting with the hiring process you can use performance metrics to define job responsibilities and communicate expectations. Using software to measure the incoming and outgoing calls in the office can help you stay on top of how quickly the phones are being answered and if people are being transferred to the correct employee. You can tell a lot about the business by how well the telephone communication is working.

The office atmosphere is an important factor for long-term success. High employee retention rates and productivity are signs that there is effective management in place. Metrics are not able to tell an employer how to fix a problem, they can highlight where improvements are needed but coming up with ways to mend the problem comes from the employer. Metrics alone cannot make employees work harder or more efficiently, but they are great for seeing what is working well and what is not.

Using metrics as a way to balance your business can have lasting effects if you are using them properly. Evaluation of job performance and management is crucial. How are you going to evaluate current systems you have in place? Compliance is one way to assess how well your metrics are working. Do the employees and employers comply with financial and personal metrics? When people are not compliant there might be a lack of motivation. Management’s responsibility is to help people reach specific goals. Find out what motivates people to work while keeping in line with performance criteria you have in place.

Managers have to stay on top of how well their business is functioning. Measuring job performance, financial gains and losses and job specific responsibilities will make it difficult for outliers to slip through the cracks. Metrics allow you to be in control over daily operations and reach long-term goals.

Healthcare Marketing: Why it is Important for Your Practice

Medical practice marketing is now a fairly common concept for many physicians. Every practice should have a healthcare marketing strategy in place so you can market your practice better to current and future patients. How important is the marketing strategy in healthcare? It is important today than ever before; not only do patients use websites and other forms of social media to find physicians to treat them, but healthcare workers looking for jobs use them as well.

A practice website is invaluable to your marketing strategy. Posting blogs regularly on your website allows your practice to have a greater visibility online and helps you connect with your patients. Use what you know about patient demographics and what topics would be most educational. You may even want to focus on frequently asked questions most of your patients and give them answers. Keeping information you provide current and relevant is important for establishing credibility both online and in-person.

Healthcare evolves continuously so you must consider the changes and adapt while keeping patients informed. The way you market your practice is a reflection of how well you know your practice. Also, understand that marketing strategies will be subject to change as well. The tactics that worked five or ten years ago do not apply today. Knowing who you are marketing to including patients and potential employees is important. Strategies for marketing are different depending on who you are marketing to. You might attend annual conferences and bring brochures that highlight what your practice has to offer as well as the work environment. Meanwhile, your waiting room may have brochures that answer common questions and give information about chronic diseases or preventative care. Your website should have similar information in case people are looking up the practice online. You also want to have information about the doctors at the practice and their backgrounds. Whether you are marketing to patients or physicians you should have a strategy in place that is structured but also flexible.

Dealing With a Difficult Employee

Dealing With a Difficult Employee

Dealing with a difficult employee can be troublesome, especially when it affects the entire office. There are plenty solutions for this problem, but often people will ignore the problem for too long instead of facing it head on. Your business cannot afford to have an employee who is distracting others with their bad attitude. Fixing the issues will only help your office operate smoothly on a day to day basis.

There are many types of difficult employees ranging from disgruntled to insubordinate, but the common thread between all of them is negative behavior that has been effective for them in the past. If they got away with certain negative behaviors at a previous job chances are they will engage in those behaviors again. The behavior can be corrected if handled properly. Working with a difficult person can become a major irritant. Whether you work for a large company or a small business it can become a wearing struggle to go to work every day. Difficult people have a way of infiltrating the entire morale of the office and decrease productivity. It is very different to deal with people when they are not your direct co-worker or employee. Yes, everyone has dealt with a rude or nasty person over the phone, but that is fleeting, you can generally put it in perspective and move on from it. You can�t move on as easily when you are dealing with the person for 8, 10 or 12 hours a day.

The first step in dealing with a difficult employee: don’t ignore it. Ignoring the problem will only make it worse and in time you may lose valuable employees in the process. If the employee possesses valuable and redeeming qualities then there are ways to correct the behavior. Set aside a time to speak with the employee. Make sure you are open to hearing their point of view and try not to place blame. You will get a much more genuine response if you are not coming at the employee in an aggressive manner. Sometimes there may be factors outside of work that are causing the employee to act out. Although letting personal problems affect you at work is not ideal, it can be fixed. Let the employee know that although they may be having a tough time outside work it is not an excuse to take it out on others. Essentially you are giving the person a warning and a chance to correct the behavior. If the employee has issues with a co-worker you can attempt to mediate or switch the employees’ department, but if that does not work you must start seriously considering other options.

Terminating an employee is never easy but there are some situations where it is the best for you and the rest of the office. No matter how much you try some people are just too difficult to be helped. However, there ways to avoid terminating employees as a last resort; do not only have performance evaluations annually. Make the effort to have brief evaluations year round. Checking in with employees makes them feel important and like they are a priority; they should feel valued at work. Each person has different motivations, needs, and styles. Finding ways to capitalize on positive behaviors will decrease the likelihood of becoming inundated with negative behaviors.

Most of the time a difficult employee will try to turn the negative behavior around especially during tough economic times. Remember, making the negative behavior as ineffective as possible will help. Once a difficult employee recognizes that they cannot manipulate you or their co-workers with their behavior, they might attempt to change. In situations where they do not attempt to make changes you may decide to let the person go. Sometimes it is necessary to make tough decisions in order to succeed in the long-run.

SpineSearch receives national certification as Women’s Business Enterprise by the Women’s Presidents’ Educational Organization

PRESS RELEASE

Date August 4, 2011

FOR IMMEDIATE RELEASE
CONTACT: Nicola Hawkinson
Office: 646-794-8656
Fax: 212-208-3084
Nicola@spine-search.com

New York, NY – August 4, 2011 – SpineSearch LLC, a business specializing in, recruitment, educational, and marketing services for spine practices, received national certification as a Women’s Business Enterprise by the Women Presidents’ Educational Organization – New York Certification Committee, a regional certifying partner of the Women’s Business Enterprise National Council (WBENC).

WBENC’s national standard of certification implemented by the Women Presidents’ Educational Organization – New York Certification Committee is a meticulous process including an in-depth review of the business and site inspection. The certification process is designed to confirm the business is at least 51% owned, operated and controlled by a woman or women.

By including women-owned businesses among their vendors, corporations, and government agencies demonstrate their commitment to fostering diversity and the continued development of their supplier/vendor diversity programs.

To learn more about SpineSearch LLC, please visit www.spine-search.com

About SpineSearch LLC
The SpineSearch mission is steadfast in providing a superior network between highly qualified healthcare professionals, spine specialists, and healthcare facilities. Our vision is to provide a cutting edge network within the spine field and its professionals. We are focused exclusively to the field of spine medicine and offer a unique level of expertise in the spine industry.
SpineSearch is an organization that provides recruitment, educational, and marketing services for spine practices. SpineSearch is led by experts in the industry who are knowledgeable about every dimension of the field. We invoke a commitment to those employed in the industry, offering continued education and career building symposiums, focusing on job satisfaction and decreased turnover. A community network of spine professionals dedicated to the future of spine, truly a revolutionary “way of spine”.

About WBENC
The Women’s Business Enterprise National Council is the nation’s largest third party certifier of businesses owned and operated by women in the United States. WBENC is a resource for the more than 700 US companies and government agencies that rely on WBENC’s certification as an integral part of their supplier diversity programs.

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