Performance management programs have been around for a long time.  Everyone realizes they are important, but just the thought of developing a program that is valuable, but easy to use, can cause a migraine.  Or, perhaps, an existing performance review program no longer meets its objectives and needs to be revised.  Attendees will learn the proven tips and tricks for creating a performance management program that can easily help evaluate employee performance.

 

 

Ever feel like telling employees to stop complaining and get back to work?  Wish they didn’t bother you all the time?  Well, be glad they come to you and not someone outside the practice.  Discussion topics include what to do when you receive an employee complaint and how to resolve it.

 

Protocols, SOP’s (standard operating procedures) and job descriptions help provide the framework for instructing employees on what to do and how to do it.  But it’s just as important to let employees know how they’re doing and to help them do their jobs as well as possible.  Rest assured, managing employees’ performances doesn’t have to be a full-time job.  This presentation will provide tips on how to manage performance every day without having to spend all day doing it.

 

During these challenging economic times, many practices are being forced to reduce payroll expenses by laying off employees.  There are certain basic steps to take to get through this difficult time.  However, if done incorrectly, a layoff can cause serious motivational and legal problems.  This discussion will address some of the key points to consider before initiating a layoff.

 

Employees start out wanting to do a good job.  So what causes them to lose their motivation?   There are certain basic strategies for keeping employees motivated and wanting to perform to the best of their abilities.  We will talk about some of those strategies and what can be done to help them feel appreciated.

 

In your Practice, what systems/calculations (production, production with a guaranteed base, salary, bonus or hourly rate) are used to compensate the associates, management and the staff?  How do you credit doctors for production pay?  Do you know how your Practice's payout of compensation affects the profitability of your business?  Are you up-to-date on various compensation benchmarks for the veterinary industry to remain competitive, keep the Practice financially sound and do you budget accordingly?  Conversations regarding compensation tend to be intimidating, adversarial or avoided but it doesn't have to be that way.  Diligent preparation in advance of the conversation - defining expectation regarding responsibilities/goals, understanding the compensation landscape, considering the employee's financial needs, determining what the Practice can sustain financially - will transform the compensation discussion into being productive, collaborative and facilitate consensus on the desired outcomes.  Learn how to take charge of the Practice's compensation systems, communicate the strategy throughout the organization and nurture the various working relationships.   

 

SETTING THE TONE FOR YOUR PRACTICE'S ENTIRE CLIENT RELATIONSHIP 1 Hour