For Healthcare Professionals Only
Obviously, it’s important to pay employees a fair, competitive wage. The biggest mistake dermatologists make in this area (again) is not having a written plan or a good sense of what is fair. Too many physicians arbitrarily hand out raises, bonuses, or days off, leaving staff with a sense that the playing field is uneven. Instead of always giving the squeaky wheel the grease, base your decisions on industry benchmarks and written personnel policies.
Benefits are equally important to employees and crucial to solid recruitment and retention. Most practices offer basic medical and dental coverage, usually asking employees to cover part of the cost for spouse and children. Some practices also offer a 401(k); most do not offer matching funds, though some do. But other practices offer a full range of options, including disability coverage and reimbursement for educational coursework. We’ve even heard of one practice that offers veterinary insurance for pets.
If you offer benefits, let staff know their monetary value— in writing — so that they can recognize what you are doing on their behalf.
But good wages and benefits are not the end of the story. It’s important also to reward employees for their individual performance. Otherwise, why would any employee do more than the minimum necessary?
Many practices make the mistake of having a simple employee bonus plan — everyone gets $200 each December. That might get everyone in the holiday spirit, but it does little to motivate workers. Why work harder if you get the money even if you loaf off? In strong dermatology practices, bonuses usually are distributed based on annual performance reviews or according to a pre-established incentive program. You can use the staff performance review form at the end of this report as a starting point.
Our essay next month will be “Boosting Physician Partnerships.”
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Disclaimer: The material above has been prepared by Physicians Practice. It has not been reviewed by the DermQuest Editorial Board for its accuracy or reliability. Reference to any products, service, or other information does not constitute or imply endorsement, sponsorship, or recommendation by members of the Editorial Board.