Is staff turnover eating up your time with training and disrupting your practice? Are you experiencing turnover more than you’d like and don’t understand why? I hear you – let me help you get to the bottom of it.
Sometimes turnover is due to making the wrong hiring decision in the first place. If you’re anything like me, I am a softie when it comes to firing people. I default to thinking that I need to work on myself and my own leadership. As such, I’ve had a tendency to keep people around much longer than I should, trying to work things out.
For example, I had someone on my team who wasn’t working out but I still kept them. I was feeling really frustrated but still kept this person and kept this person believing they can change. It took my one of my mentors to say it straight to me “You need to fire this person.” for me to finally make the decision to let this person go. So the first lesson is to hire right.
Finding a great new hire can be priceless – the right person for your practice is an absolute treasure and the idea of losing them makes your stomach queasy.
So how do you keep stellar staff who share your practice vision and are invested in the care you’re providing to your patients?
Well, it starts with a supportive workplace, combined with strong, empowering leadership that allows staff to really own the roles they play in your practice.
In this post, we’re going to explore what a supportive workplace looks like, how to put on your CEO hat, and become a leader. Make a critical shift in your approach to your practice, so it can even run itself when you’re not there.
The Supportive Workplace
One of the most important pieces of maintaining a staff that is invested in your practice and executing your vision, and who stays with you long after you hire them, is providing a supportive workplace.
Sounds simple enough, but it actually takes nurturing and energy towards fostering a supportive environment. There is no one-size-fits-all when it comes to understanding what employees need in order for them to feel empowered and cared for.
Here is one of the great examples I’ve seen of a dynamic, supportive workplace.
Let’s call him Todd. Todd was getting ready to sell his business, and his accountant asked him how he was able to keep his employees for such a long time.
Todd told his accountant that he asks employees what they want is the biggest dream they want to achieve in their lifetime and would help them make it happen.
One of his employees (we’ll call him Calvin) wanted to be able to help his mom buy a house because growing up they lived in a cold trailer home and he wanted better for her.
Todd helped empower Calvin so he was able to buy a home for his mom. The day they all walked into the home together, she didn’t realize it was hers. Once Calvin was able to explain that it was hers, and that she didn’t have to worry about being in the one-room trailer anymore… well, you can imagine how meaningful that was!
All three of them all came away from the experience changed.
The end result for Todd was that Calvin was inspired to jump back into work and help others do exactly what Todd had helped him achieve in his own life.
THAT is a supportive workplace – one that helps people accomplish what really matters to them and makes work a place that they never want to leave. So what do you think it means to be supportive to your staff? How can you make them feel like you understand their goals and are invested in helping them accomplish them?
Stepping Into The CEO Role of a Supportive Workplace
When you’re creating that supportive work environment I just talked about, you have to be able to make the shift from being a doer into being a CEO who leads. Leadership doesn’t come naturally to all of us — it’s a skill that takes time to develop and has to constantly evolve in order to support the dynamic nature of those in your practice who are relying on you.
Stepping into the CEO role means that you’re adding value to the time that your staff is spending at work. This can be a challenge because there are only so many hours in the day, and you still have to see patients and grow your practice, while leading your team and nurturing them.
That’s where the quantum shift comes in.
The Critical Shift In Hiring
The people you hire are the backbone of your practice. Making a shift so you’re empowering them to help you run your practice, rather than just work at it, is critical to your growth into a fuhttps://introvertedvisionary.com/hiring-screening/lfilling 6 or 7-figure business. It’s what will allow things to run smoothly, even when you’re not there, because they will understand your vision and are invested in seeing it through.
What is a critical shift in hiring that will help you get to the next level, especially if your practice has been at a plateau?
I’d like to tell you more about this, so I’m now going to invite you to watch my “Stuck at Six Figures” video – The One Critical Shift that MUST Happen to Have a Fulfilling Practice that Runs Without You (it’s not what you think), so you can learn all about it and start making an even bigger difference with your practice.
The Final Takeaway
People are looking for jobs that give them personal satisfaction these days. By maximizing your employee retention you’ll create a supportive, empowering practice that people want to be a part of, and end up having an even greater impact with your patients.
To help you dig into this further, I want to invite you to watch my Automating by Hiring a Mini-Me: From Not Enough Time to Scaling Your Practice to 6 & 7-Figure Impact and Income so you can learn all about it and start making an even bigger difference with your holistic or integrative practice.
You’re passionate about the health care that you provide, so you should have the team in place that enables you to do that, and that you can help achieve the goals they want to achieve as well.