The Journal of medical practice management : MPM
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In the course of your career in medical practice management, you will almost certainly encounter at least one employee who dislikes you. In some instances, an employee's dislike may be justified. But in many, you will have done nothing wrong. ⋯ This article also suggests 14 signs that your employees hate you in secret. It offers 10 reasons that employees commonly hate their managers, five reasons that employees dislike managers who micromanage them, and seven reasons employees may dislike you that you can't prevent. Finally, this article suggests an effective first-aid strategy for bad employee-manager relationships and explores the potential upside of being disliked.
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Managing a lazy employee can be a huge source of frustration for a medica practice manager. It can also be baffling, especially when the manager is highly self-motivated and cannot relate to an employee's penchant for laziness. This article defines laziness and explores the most likely reasons behind an employee's lazy behavior. ⋯ It then offers practice managers 10 strategies for dealing effectively with lazy employees and 15 do's and don'ts for them to share with employees who are dealing with a lazy coworker. This article also provides five suggestions for overcoming one's own temptation to be lazy and advice for instituting a mentorship program to bring lazy employees up to speed. Finally, this article explores whether laziness is an innate characteristic or learned be- havior and suggests how managers can use this information in their approach to managing a lazy employee.
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In light of the ever-increasing cost of medical care, coupled with growing patient responsibility-and, as a result, growing bad debt-healthcare organizations are working harder than ever to reduce costs and improve collections in order to maintain a healthy revenue cycle. One major factor influencing your medical practice's success that is often overlooked is the culture of the organization and the engagement and quality of the team that upholds it. Receivables Management Partners has developed the C. ⋯ R. E. model of hiring, which can aid your practice in establishing a culture of success and hiring and maintaining an engaged and committed workforce. Engaged employees will nurture an exceptional patient experience, and can improve your bottom line.
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A well-planned and focused daily huddle meeting with your employees can greatly impact your medical practice team's ability to work cohesively, create a seamless flow, increase efficiency, reduce stress, and provide exceptional patient care. This article explores these and other benefits of morning huddles, including how medical practice managers can use morning huddles to build and foster team morale. ⋯ It also describes nine benefits of morning huddles and four practice management goals for huddles. Finally, this article also offers eight fun ideas to keep morning huddles interesting and three strategies for getting team buy-in for morning huddles.
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The Patient-Centered Medical Home (PCMH) represents a shift in how health-care is delivered as it shifts from reactive to proactive. A care transformation model with a number of studies demonstrating its effectiveness, PCMH can be a significant undertaking for primary care practices. This article presents a general overview of the PCMH model and briefly explains how it relates to the other healthcare reforms taking place.