Practice Management

Employee engagement is the lifeblood of any successful medical practice (pun intended). For independent physician practices, where the dynamics are often more intimate and personal, fostering a highly engaged team can significantly impact patient care, operational efficiency, and overall workplace satisfaction.

Here, we delve into the five Superchargers of employee engagement: Passion to Help People, Meaningful Roles, Profit Sharing, Performance Incentives, and a Fun Culture. Each of these elements plays a crucial role in creating a vibrant and motivated workforce.

1. Passion to Help People

At the heart of any medical practice is the desire to help others. This intrinsic motivation is a powerful driver of engagement. When employees are passionate about their work and the impact it has on patients’ lives, they are more likely to go above and beyond in their roles. Encouraging this passion can be achieved through regular reminders of the practice’s mission and the difference it makes in the community. Celebrating patient success stories and recognizing the contributions of staff members can reinforce this passion and keep it burning brightly.

2. Meaningful Roles

Every team member, from the front desk to the back office, should feel that their role is meaningful. This means ensuring that each person understands how their work specifically contributes to the overall success of the practice. Providing opportunities for professional development and career growth can help employees see a future within the practice, further enhancing their sense of purpose. Regular feedback and open communication are key to helping employees feel valued and understood.

3. Profit Sharing

Profit sharing is a tangible way to show employees that their hard work directly contributes to the financial success of the practice. When employees have a stake in the profitability of the practice, they are more likely to be invested in its success. This can lead to increased productivity, better patient care, and a more cohesive team. Profit sharing can take many forms, from annual bonuses to more frequent financial incentives tied to specific performance metrics.

4. Performance Incentives

Performance incentives go hand-in-hand with profit sharing but can be tailored to individual or team achievements. These incentives can be financial, such as bonuses or raises, or non-financial, such as additional time off or professional development opportunities. The key is to align incentives with the goals of the practice and the motivations of the employees. Recognizing and rewarding high performance not only boosts morale but also sets a standard for excellence within the practice.

5. Fun Culture

A fun and positive workplace culture can significantly enhance employee engagement. This doesn’t mean that work isn’t taken seriously, but rather that there is a balance between professionalism and enjoyment. Creating a fun culture can involve team-building activities, social events, and a general atmosphere of camaraderie and support. When employees enjoy coming to work and feel a sense of belonging, they are more likely to be engaged and productive.

The Power of Variety

It’s important to note that no single Supercharger will work for everyone. The real power lies in the variety and how these elements are integrated into the practice on a regular basis. By rotating weekly focus on different Superchargers for 2 week sprints, practices can keep engagement strategies fresh and responsive to the needs of their team. This approach ensures that all employees find something that resonates with them and keeps them motivated.

Start with Why

It is very useful to start each week and each Staff meeting with a reference to the value of engagement or share stories where engagement made a specific difference to a person or situation.  Ask these questions at different times:

Why would it be useful to you, individually, to seek employee engagement at a level of best possible?

How might that serve our own respective lives?  How might it help the Practice?

How might it help our Patient?  Taking 10-12 minutes to explore these questions will provide sizable return.

Engaging the Team

To truly understand what drives engagement in your practice, it’s essential to ask the team. Regular surveys and open forums can provide valuable insights into what makes for the most engaging office climate. Additionally, identifying preventable problems that can derail engagement, such as poor communication or lack of recognition, can help in creating a more supportive and motivating environment.

The Interdependencies in Medical Practices

In any medical practice, interdependencies are a given. The success of the practice relies on the seamless (or best possible) collaboration between different roles and departments. When these interdependencies are communicated well, everyone benefits. Clear communication ensures that everyone understands their responsibilities and how their work impacts others. This not only improves efficiency but also fosters a sense of teamwork and mutual respect.

Conclusion

For independent physician medical practices, focusing on the five Superchargers of employee engagement leads to a more motivated, productive, and satisfied team. By nurturing a passion to help people, creating meaningful roles, implementing profit sharing and/or performance incentives, and fostering a fun culture, practices can create an environment where employees thrive. The key is in the variety and regular engagement with the team to understand their needs and preferences. When everyone communicates and collaborates effectively, the entire practice benefits, leading to better patient care and a more successful practice overall.