- 1 . (First and Foremost!) Be a leader
a. Staff looks to you for leadership and guidance
b. Promote "two-way" open communication; Improve your LISTENING skills
c. Lead by example...their attitude will mirror yours
d. Be the kind of leader that YOU would like to work for
- 2. Delegate responsibility - (but not accountability)...then let go!
a. Decide what to delegate; Find the right person to delegate to; Explain the job thoroughly; Manage the job (but be careful not to MICRO-manage it); Convey your expectations and insist on quality as an end result; Consider a reward
- 3 . Praise LOUDLY and criticize softly
a. Build on strengths; don't dwell on weaknesses
b. Praising good behavior usually encourages repeat performance
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4. Impress the importance of confidentiality in everything they do
- 5. Take a personal, PRO-active approach in the training process (make the time now because you'll need twice the time later to correct the mistakes they make as a result of poor training)
a. Demonstrate; explain how; clarify the importance; encourage questions; observe & monitor practice; give "ok" to go solo
b. Ask them to repeat something to make sure they understand
c. Ask them questions
- 6. Provide staff with written detailed job responsibilities
a. Match people to their talents, strengths and abilities
b. Clearly define priorities
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7. Cross train all staff and require seminar attendance at least once a year to further education and absorb new ideas for the benefit of the practice
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8. RE
QUIRE note taking (and check their notes to see if they are
correct)
- 9. Conduct annual employee performance reviews (This Month's Free Form! Email [email protected] for a sample performance review)
a. Staff need (and WANT) to know how they are doing
b. Include opportunity for wage increase
c. Be sure all wage increases are linked to increased PERFORMANCE
- 10. Respect their perspective
a. Different is not necessarily wrong
b. Listen to (and be accepting of) their ideas; Change can be good
