You have probably heard the saying, “happy staff, happy clients” and I do believe that - the mood of a workplace is contagious. This week I was at the airport and I heard a staff member that was working in the airport café say to her colleague “I wish everyone had come to work in a better mood, it’s starting to rub off on more and more people”. True – you may have felt this yourself at work before. So what do we do?
Usually, at this time of year, there seems to be more patients that need seeing, less time to concentrate on getting everything wrapped up before Christmas, and less time in the day. This can make for an exhausted team. I know I like to get on top of all my admin before the Christmas break, so I can go away feeling stress-free, but I often feel this time of year is like the storm before the calm! I need to make sure I make this time of year a good lead up to Christmas for my staff. After all, we all want them back after their Christmas holiday. What specifically do I do now to keep my team motivated and keep us all sane along the way?
This month is mental health month and what better time to stop and consider what you are providing to your team in regards to maintaining a healthy mind in the workplace. You probably know yourself that the ebbs and flows of private practice can take their toll at times, and this can also have an effect on your staff. I want to share with you some very cost-effective ways can contribute to a healthy mind, for yourself and also your team.
In this modern world where technology can give us so many options, we are pushed to be more knowledgeable in our fields and are questioned by our customers more than ever before. As business owners, we must ensure we have a well-trained team, who are confident, capable and content. Happy staff makes happy patients in my opinion. The trick to ensuring effective staff training is to know how your team learn.
Do you have a written Dress Code Policy in your practice? Maybe you have just a general verbal agreement on what “is” and “is not” allowed? What if you want to provide guidelines to your staff on what you would like them to wear, are you legally allowed to?
Developing your skills as a leader is important in many aspects of healthcare. Not only does it allow us to have greater success in managing a practice or a service toward a vision, but it allows us also the potential to help our clients who are in need. There are many skills that we can develop as leaders that can also carry over into our performance when assisting clients.
Last week, I completed a TAFE Statement in HR Mentor, Difficult Conversations in the Workplace. It was a great reminder that difficult conversations are sometimes unavoidable in business but with the right approach and planning, they can achieve outcomes that are not necessarily detrimental to your practice.
If you employ staff in your private practice, you would be aware that an employee is entitled to long service leave after a period of working for you. Did you know that for staff employed under a Modern Award (e.g., Health Professionals and Support Services Award 2010 [MA000027]) long service leave entitlements differ in each State and Territory?
Yesterday, Yvette and I attended the annual Women in Business Spring breakfast here in Wagga Wagga and I was a little shocked at a statistic shared by the guest speaker, the Honorable Michael McCormack, Minister for Small Business. In his address on small business across Australia, he stated that 15% of employees will steal from their workplace – either money, or products; 15% never will, and the remaining 70% might. They are higher fraud statistics than I ever thought.
It is very near to Christmas and I find things get so hectic around here in our therapy practice. There seems so much to do and so little time, and the lead up to Christmas gets a little frantic. But why?
As an employer, I am always thinking of my team and how I can provide a fulfilling work environment that is profitable, and pays everyone’s wages, whilst also creating a place that fosters good mindfulness in my team members, and prevents burnout. I have felt burnout in my career many years ago, and, going into my own business, I was very determined to never run a workplace where people feel overwhelmed and under appreciated. Here are three ways that I think are a good place to start to prevent burn out in our employees. Even if you don't employ staff, you can apply these concepts to your own setting.
When we employ staff, once you have been through the orientation process and probation period, it can be often then forgotten to regularly check during their employment that you still have them on the right wage. Have you thought about additional factors such as a uniform allowance, or travel money? In Australia, we are governed by the Fair Work Act when it comes to hiring and managing our employees. What does the Fair Work Act say about pays for allied health professionals?
We had the pleasure of catching up with a friend of Maida Learning, Natasha Ace, in Melbourne yesterday. We are looking forward to a webinar Natasha is presenting for Maida Learning on November 25 and invited her to join the Maida Team as a Guest Blogger. Here is Natasha's blog below:
If you have joined me over the past couple of weeks as we have explored why difficult conversations are sometimes necessary in the workplace and how to plan for these – today is the big one! How to actually run that conversation.
Today, I will share with you some tips on how to prepare to have a difficult conversation in your workplace - effective planning can lay a good foundation toward positive outcomes.
Stress in any private practice is not ideal, particularly if it is ongoing and goes unnoticed. Don’t get me wrong, there are certainly times when days get busy and a little stressful, but this is not something that should be experienced each and every day for your staff or for yourself. It can lead to people feeling disengaged, tired, frustrated and that is when you start to see mistakes creep in, or forgetfulness start to appear.
We all know that staff meetings can be a waste of everyone’s time if they are not running well. No one wants to go to a meeting where the agenda is to work out what is happening at the next meeting – seems pointless. When the day is already packed, you need to make sure your meetings run on time, and you get some action on your items.
So, now, we have cleared the clutter from the staff meetings, we need to ensure the meetings are engaging and achieve an outcome. How? I wasn’t sure where to start initially, but a few changes I implemented to our own staff meetings really changed the feel and productivity. Here’s what I came up with:
This is the third piece in our series for renovating your staff meetings. So far, we have covered how to de-clutter and create some inspiration to get things accomplished. The final things we need to cover is how to get your staff to contribute, so we can have fire in the bellies. Icebreakers, team activities, energising games….. whatever you want to call them, work to get individuals out of the gates and prepped for your meeting!
I have 7 staff members and this year we were awarded the Wagga Wagga business chamber award for employer of choice. Managing staff is not the easiest thing I have tackled in my career. I was trained as a clinician, and definitely not trained in managing staff. Before I started any recruitment, I took myself off to study HR management to ensure I was more likely to get it right, and 6 years on from recruiting my first staff member I feel like finally, I feel confident that I am going ok.