A Tale of Two Physicians and a Shared Dilemma
One time I overheard a couple of physicians discussing their managers and staff. One of the physicians complained that his manager after 15 years of making a “really good wage) of $35,000 was thinking of leaving. He couldn’t believe that she thought she might do better elsewhere. The other physician pointed out that the national average is around $50,000 and that his manager not only works as a manager, but is a certified medical assistant and does the billing. The first physician could not get over the resentment that his manager would consider leaving, but this made me wonder if there is not an even bigger problem lurking in this practice.
It is not uncommon to hear physicians and managers complain about their staff and how many view it as a “job and not a career.” Many are resentful of staff that leave to find better wages. While some staff do consider it a job and, in many cases, it is because they are not encouraged to do anything more, others do consider it a career. Staff that are shown appreciation will feel that they are valued and this can translate into the feeling of their work as a career. How do you show your staff that you appreciate them? Maybe you don’t actually resent them, but do they know that you do appreciate them? Do you show them? Do you encourage them to take their job seriously and that they are valued? How can they think of it as more than just a job, if their work isn’t valued? What difference does it make to you or the practice if they don’t do a good job as long as they do something and just make an effort?
Times are tough and many staff may need higher wages. Daycare costs can take a large percentage of their pay. Rent and daily living costs are also rising. Could you live on what you pay your staff? That doesn’t mean they should earn as much as you do, but that you should take into consideration that not only are times tough for you, but for your staff as well. They do not have the education or skills that you do and the providers are the ones that brings the most (if not all in many cases) revenue to the practice for that reason alone, you should be making a lot more. Your staff might be resenting what you make as well. Staff usually does not know or understand all of the overhead costs that you have and what it is you actually take home. They only see that you drive a better car than they do and live in a different neighborhood. They have no idea what you have had to sacrifice to get where you are and how hard it is to remain there.
You can’t always pay staff more, but you can show that that you do appreciate them. Think about what they do for you. Could you do all of the billing, handling patient’s problems such as refills, prior authorizations, and all of the many other tasks in a day? Could you do all of what they do and still see your current patient load? Only if you have a low patient load. Be honest with staff that due to tough times you may not be able to increase their salaries, but find other ways to show you appreciate them. Try thanking them for their work. Maybe you could pay for lunch, buy movie cards for extra work done, or treat then to a massage. There are many ways to say thank you and often that is what they really are looking for from you. Of course they could use more money, couldn’t we all? But most of the time they just want to be appreciated.
The conversation between the two physicians highlighted a common challenge faced by many healthcare practices: employee dissatisfaction and turnover. One physician expressed frustration with his manager’s desire to leave despite what he perceived as adequate compensation. The other physician offered a more nuanced perspective, pointing out that the manager’s role and responsibilities extended beyond management.
The Value of a Supportive Work Environment
This anecdote underscores the importance of creating a supportive and appreciative work environment. Employees, regardless of their role or seniority, deserve to feel valued and recognized for their contributions. When employees feel appreciated, they are more likely to be engaged, motivated, and loyal to their organization.
Key Strategies for Employee Appreciation
- Open Communication: Foster a culture of open communication where employees feel comfortable sharing their thoughts, concerns, and ideas.
- Recognition and Rewards: Acknowledge employees’ accomplishments, both big and small. This can include verbal praise, public recognition, or tangible rewards.
- Professional Development: Invest in your employees’ growth by providing opportunities for training, education, and career advancement.
- Work-Life Balance: Support a healthy work-life balance by offering flexible schedules, time off, and wellness programs.
- Fair Compensation: While it may not always be possible to increase salaries significantly, ensure that employees are paid fairly for their work and that compensation is competitive within the industry.
Empathy and Understanding
Remember that your employees are individuals with their own unique circumstances. Show empathy and understanding for their challenges, both personal and professional. By demonstrating that you care about their well-being, you can build stronger relationships and foster a more positive work environment.
Conclusion
While it’s natural for healthcare providers to feel frustrated with staff turnover, it’s essential to address the underlying issues that contribute to this problem. By investing in employee appreciation and creating a supportive work environment, healthcare practices can improve morale, enhance productivity, and ultimately provide better care to patients.
