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The 3 Most Frustrating HR Issues Offices Face

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Page 1: The 3 Most Frustrating HR Issues Offices Face

REPLACE WITH TITLE OF YOUR EBOOK

by Author Name

THE 3 MOST FRUSTRATING HR ISSUES OFFICES FACE

By:

Page 2: The 3 Most Frustrating HR Issues Offices Face

Do you miss being able to concentrate on what you love most, patient care? Do you spend most of your time struggling with HR issues like staffing, training and retaining talented employees? In a survey of over 1,100 small businesses, 5 0 % l i s t e d h i r i n g n e w e m p l o y e e s a s t h e i r t op challenge going into 2016.   Many small clinics feel very isolated. They think their issues are unique to them, but more o f ten than not , they ’ re struggling with the same frustrating HR issues all offices face. As experts with 70+ c o m b i n e d y e a r s o f H R experience, we’re here to offer some concrete tips you can use to immediately improve your HR practices.

The3MostFrustra.ngHRIssuesOfficesFace©2016DreamTeamElite

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HIGH TURNOVER

HIGH TURNOVER

Do you feel like you spend too much time reviewing resumes and waiting for the next no-show employee or resignation letter?

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Do you go through all the resumes you’ve received, pick one that looks halfway decent and hire simply because you need someone ASAP? A D P a n d K R C Re s e a r c h reported that 37% of small business owners cite finding and keeping quality talent as their top concern. Hiring out of desperation never turns out well. You will bring in the wrong person, and that will show your good employees they’re not valued. Then these good employees will end up leaving, and you’re stuck in a hamster wheel of hiring.   Some studies predict that every time a business replaces a salaried employee, it costs 6 to 9 months’ sa lary on average. This makes a huge impact on your bottom line.

Source: Center for American Progress

Take your time when interviewing. It seems counterproductive to spend more time interviewing when you’re already strapped for time, but it will pay off in the long run.

21.4%

20.7%

16.1%

19.7%

20.4%

0.0% 10.0% 20.0% 30.0%

AllCases

AllCases(ExclPhysicians&Execu.ves)

JobsPaying$30korLess

JobsPaying$50korLess

JobsPaying$75orLess

ReplacingEmployeesisCostlyfortheBo6omLine

Analysisof30casestudiesonthecostofturnoverfrom1992-2007

4The3MostFrustra.ngHRIssuesOfficesFace©2016DreamTeamElite

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Interview more than once. Make sure the applicant isn’t just speaking with you. Facil itate at least two interviews with more than one person. This will give you a valuable second opinion and an opportunity to see how this candidate treats others throughout the process.

Create great ads, and only bring in applicants you’re excited about. Ignore those that don’t fit your needs. If you see a job hopper resume, throw it away, and don’t look back. A job hopping candidate is not going to change and will cause more pain than they’re worth.

5The3MostFrustra.ngHRIssuesOfficesFace@2016DreamTeamElite

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HIGH TURNOVER

BAD COMPANY CULTURE

Do you spend all of your time “babysitting” your employees? Do you have to deal with constant complaints and “he said, she said”?

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If you have to put out fires constantly, you have no time to concentrate on growing your practice or patient care. Many clinic owners complain that they no longer feel in control of their own clinics. They can’t get anyone to accept changes because employees refuse to change! If you have no energy left to fight their resistance, it’s easy to give in, and the cycle of bad c o m p a n y c u l t u r e o n l y continues.

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A great tip is to implement a policy of “Only complain to those who can change the issue.” Staff should only bring up issues to those who can affect change (no more complaining to their fellow front desk team member), and they also have to offer a reasonable solution to the problem. This policy will show who can have initiative and cut down on gossiping and complaints.

8 9 % o f e n t r e p r e n e u r s consider company culture to be an important contributor to the success of their bu s i ne s s , bu t 72% a re un s a t i s f i e d w i t h t he i r company cu l tu re a s i t currently stands. This needs to change from the top down. Start providing positive re in forcement , and be consistent with policies.

HELPFUL TIPS

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HIGH TURNOVER

POOR CUSTOMER SERVICE

Do you feel like you’re doing everything right to bring in new clients, but you still see a decline in returning clients or a decrease in the amount of new clients?

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Page 10: The 3 Most Frustrating HR Issues Offices Face

A c c o r d i n g t o a r e c e n t Wells Fargo/Gallup Small Business Survey, attracting customers and finding new business was the top concern for 21% of small employers. Do you have a training schedule or development plan in place for your employees? You can’t complain about poor service from your employees unless you have a plan in place to train them and make service a priority.

Does your staff understand the bigger picture of why great service is important not only to the office, but to themselves? Have you explained the office rules about cell phone use and dress code or just assumed they know? Make all of this clear to your employees. Have written policies, and make sure they’re well aware of these policies. Revisit these as needed, and mirror the behavior you want them to follow.

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76% of consumers say they view customer service as the true test of how much a company values them. The front desk may behave well when you’re around, but how do they act when you’re away?

Make sure you have a service oriented culture, and your staff understands that great service not only benefits the office, but them too (it gives them job security!). Try basing bonuses and goals around customer service and retention of clients. Make sure you reward those that give great service, and you will quickly see how contagious great service can be!

“Customersmayforgetwhatyousaid,butthey'llneverforgethowyoumadethemfeel.”

- Unknown

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Do you want to learn more about how you can hire the perfect employee for your practice every time? Let DVMelite’s Dream Team Elite do all of the work for you! We’ve developed a proven system to deliver the staff you need – people who are the perfect fit for your practice. Best of all, you don’t get involved until we discover the best candidate for your DREAM TEAM. You won’t worry and wonder whether the new hire will work out – you’ll know! To learn more, click below for an appointment with one of our expert Dream Team Builders!

Click here to schedule an appointment

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