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17 projects for the last quarter of 2023

As we start the last quarter of the year, it’s time to plan the projects that need to be done before we close out 2023. Here’s a list to consider. Financial Review: a. Review the year-to-date financial statements to assess the financial health of the practice. b. Prepare a budget for the upcoming year, considering revenue, expenses, and capital investments. Insurance Contracts: a. Review and negotiate contracts with insurance providers for the next year. b. Ensure that all current contracts are up to date and compliant with regulations. Staff Evaluations: a. Conduct performance evaluations for staff members. b. Set goals and expectations for the upcoming year. c. Identify training and development needs for staff. Compliance and Regulatory Updates: a. Ensure that the practice is up to date with all healthcare… . . . read more.


6 reasons to have on-site childcare…and how to set it up

For onsite employees, care of their children is a constant worry. Inconvenient dropoff and pickup times, last minute cancellations by caregivers, concerns about the care being given and a host of other problems haunt employees through the work day. For some offices, a child care service at or near the office is a solution the benefits parents and the employer. Advantages of On-Site Child Daycare Enhanced Employee Productivity: One of the primary benefits of on-site child daycare is that it allows employees to focus on their work without the constant worry and stress associated with arranging childcare. When employees know their children are in a safe and nurturing environment just steps away, they can dedicate more of their time and energy to their responsibilities. Improved Work-Life Balance: Juggling work and… . . . read more.

Employers need to realize some employees would rather quit than return to the office

By Lynne Curry “Doing time, that’s what going into the office to work feels to me.” “Like…jail?” “Like I’m selling my freedom for a paycheck. The bars close behind me every morning.” “Jim’s” employer didn’t want him to resign. “Could you interview him and find out if there’s anything we can do to keep him?” It took less than three minutes to learn—his employer’s return to the office mandate had forced him out. Jim’s daily commute takes an hour a day. Before the pandemic, Jim had made the best of it—played music, listened to audiobooks and podcasts. Because he enjoyed his work, liked his immediate manager and coworkers, he didn’t voice his concerns when his employer asked him to come into the office two days a week. He simply scheduled… . . . read more.


How to support a grieving employee

When an employee is grieving the loss, a good manager can make things a little easier at work. The grieving process is deeply personal and varies from individual to individual, so it’s crucial to approach each situation with empathy and flexibility. Here are some ways office management can support a grieving employee: Express condolences: Offer sincere condolences to the employee. Let them know that you are aware of their loss and that you are there to support them during this difficult time. Communicate compassionately: Reach out to the employee and let them know that they can take the time they need to grieve and heal. Encourage open communication and assure them that their emotions and needs are valid. Provide time off: Offer the employee the flexibility to take time off… . . . read more.


Howdy and welcome to the team: 8 best onboarding practices

Onboarding a new employee in a medical office is crucial to ensure a smooth transition and set them up for success in their new role. Here are some best practices to consider for an effective onboarding process: Pre-boarding preparation: Start the onboarding process before the employee’s first day. Share necessary paperwork, such as contracts, policies, and forms, in advance so that they have time to review and complete them. Provide information about dress code, parking, security protocols, and any other relevant details to help them feel prepared and informed. Welcome and orientation: Begin the first day with a warm and inclusive welcome. Introduce the new employee to the team members and provide a tour of the office, familiarizing them with key areas such as workstations, break rooms, restrooms, and emergency… . . . read more.


6 tips to keep your hybrid team productive

As a medical office manager, you understand the importance of creating a productive work environment for your staff. With the rise of remote work in the last three years, it is more important than ever to create a hybrid work environment that balances the needs of both remote and on-site staff. Here are some tips to help you create a productive hybrid work environment for your medical office. Establish clear communication channels Clear and open communication is essential in any workplace, but it becomes even more critical when you have a hybrid team. To ensure that all staff members are on the same page, establish clear communication channels. This may include regular virtual meetings, email updates, or a shared workspace where everyone can access important information. Set clear expectations When… . . . read more.


5 reasons to pay for medical office staff education

Paid continuing education is one of the most popular perks you can offer your employees. Besides making your staff happier, paid upgrading and training also benefits the practice in at least five ways. Enhancing knowledge and skills: Continuing education and staff upgrading help employees to stay current with the latest advancements and trends in the healthcare industry. It allows them to enhance their knowledge and skills, which leads to improved performance, better patient outcomes, and higher levels of job satisfaction. Meeting regulatory requirements: Many healthcare regulatory bodies require healthcare providers to have certain levels of training and education. For example, nurses may need to maintain their license by completing continuing education credits, while medical assistants may need to be certified to perform certain tasks. Improving patient outcomes: By investing in… . . . read more.


Partnering: Reset your relationship with your employees

By Lynne Curry You want your employees to work harder. They seem to expect a medal for what they’re already doing. You want your employees to feel happy about returning to the office. They don’t. They’d prefer to work remote. You handed out raises and expected your employees to thank you. Your employees reminded you their wages, even with the raises, haven’t kept pace with inflation. This disconnect may be so extreme that you can’t find enough employees willing to work for what you’re paying them. According to a recent Wall Street Journal article, many employers have left jobs unfilled because they can’t afford to pay employees the wages employees demand. If you’re a manager or business owner struggling with the gulf between employee expectations and employer needs, here’s what… . . . read more.


Praise is nice but a year-end bonus is better

A year-end bonus can be a powerful tool for reminding your staff their hard work and commitment and the company’s overall growth and success are closely intertwined. And according to a survey of employers, 50% of companies plan to award year-end bonuses in 2022. While this is down from 63% last year, it’s a sign that staff retention remains top of mind for many employers, says Robert Half, the specialized talent solutions and business consulting firm which conducted the survey. Presenting employees with a financial reward—whether it’s to acknowledge individual, departmental or companywide success—can help bolster retention and even help with recruitment efforts. It can also be a motivational tool for driving team productivity and engagement in the year ahead. A year-end bonus can help employees feel like they make a… . . . read more.


Employees who ask to be fired: A new trend to obtain a strategic advantage

By Lynne Curry At first, you think you’re imagining things. Your employee, “Kevin,” seems to want you to fire him. It started with Kevin not showing up for two critical team meetings in a row. When you sent him a text asking, “what happened” after the first, he responded, “It wasn’t on my radar.” You sent him an individual meeting request to ask him about this, but he was a “no show.” You planned to ask him to stay after the second team meeting, but he didn’t show up. In the meantime, your hear a complaint from another staffer: “He treats me with total disrespect. Maybe it’s that I’m a woman, or Hispanic, but I don’t plan to take it anymore.” This cascade of problems tells you need to act… . . . read more.