Over the last 23 years of explaining our services to chiropractors, I’ll often hear a chiropractor say things like, “I gave up on care plans,” or “I don’t do care plans.” At that point, I’ll always ask them, “Why is that?” Quite often they’ll respond with, “I get all the patients of the guy down …
This is the follow-up article to “What Are the 5 Best Sources for New Patients?” If you want to read about the first two sources of getting new patients go here. Here are the next three: Source #3: Locally-Attended Events The third source on my list is any type of event, especially …
When it comes to marketing, you never want to rely on just one fishing pole in the water. For example, I’ve seen chiropractors who had nothing but personal injury patients. And when the personal injury laws changed in their state, they just had nothing. To be insulated from any change in your marketing …
You could divide your staff into two groups. CAN DO!! And Can’t do…or “It’s hard to do” … New Zealand is a very quiet country, we don’t have screaming birds like Australia, and our people – like the birds – don’t generally scream at each other. It is not a culturally acceptable thing to yell or …
Staff on their phones can be a nightmare for an office that wants to maintain a high level of production. Studies have shown that the average employee checks their phone every 15 minutes. Smartphones distract staff from achieving a state of flow, defined as “a state in which we are fully absorbed by an activity, …
The Financial effects of keeping on bad staff.
There are two truisms taught at THE BUSINESS ACADEMY that should form the bedrock of your decisions to keep staff on or let them go.
A position is better left unfilled than filled with an incompetent person.
A staff member should produce five to ten times their pay in value or revenue for the company.
We all know the situation, practices get themselves into.
“But shes my biller and is the only one that knows the system.” ( Staff member is vehemently hated by the other staff and has the billing backlogged, gives problems and blame when asked what is going on )
“The clients and staff love him” ( Kindly old fumbler that shows up to work every day – “loyal” but produces almost nothing except bad advice and stories about the early days of the company.)
“She’s become a good friend” ( Good friend arrives late every day and takes one day off every five while mostly hanging out with you and chatting instead of working )
“He has problems in his personal life and If I fired him I worry that I will be responsible” ( Guy has had problems in his personal life for the last 6 years. And seems to just crash from one disaster to the next, each one affecting the workplace slightly more than the last.)
“She’s the only one that knows how to do XYZ and I have no time to train anyone” ( Staff member uses their secret knowledge of how the wifi works or where all the codes are or something like this to justify their super low production position)
Im sure you can think of many other things people tell themselves to keep themselves surrounded by incompetent staff and not thriving.
Now we aren’t talking about really destructive, vindictive and evil people here. That is the topic of another article. We are just talking about dead wood, or miserable low producers.
If you do have such staff in your business the first thing you must clarify for yourself is:
WHAT AM I DOING?
Because its either
Running some sort of charity for downtrodden miserable non-producers that you are funding on your own dime.
Trying to run a viable thriving and expanding practice that not only makes a difference in the world, but provides fulfilling careers for productive staff.
If its B. Keep reading.
Each non productive, distractive or miserable staff member is costing you money.
Not only in their pay, but much more.
The below will be seen in varying degrees.
They depress the morale of the staff.
They make the hard working staff feel resentful toward you for keeping that person on…
They make costly mistakes.
They require the work of two other staff members to handle their errors.
They hog your attention and time.
Let’s say you have a biller named Bessie who kind of gets the job done but is super miserable, complains, criticises the outfit and people just keep out of her way.
Her job can be learned ( and probably fast and well- by a bright person )
Why don’t you just remove her and train up someone to do the exact same job – who is NOT miserable and brings the team UP?
Why tolerate it for more than a minute?
Let’s say you have a marketer called Jim, who years ago brought in 15 new patients a week. He became a good friend of yours, you went hunting a few times together, you met his family…
There was that cool drunken time on his brothers boat where you guys caught that big fish!
Now for the last two years he has just brought in one or two new patients a month…
Despite everything you have done to help the guy change this, nothing has happened…
He’s hit some rough times, so you let it slide for longer …but now your practice is really suffering and your staff are outraged that you keep this guy on…yet you don’t act…because you feel sad for him and remember his laughing ruddy face as he reeled in the big delicious snapper that he let you take home…
Back to A and B What are you doing?
There are people out there DYING for a chance to show you what they can do to help make your dreams a reality!
Why settle for anything less?