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    3 steps to staff empowerment

    Give yourself more time to work on other things

    It is not uncommon to hear a doctor or office manager lament that they are so busy, they can’t get anything done. It is all the daily tasks that keep them from planning, looking ahead, or improving. “It just seems like I am always putting out fires,” is a common way to express this frustration.

    Another complaint is that the staff “doesn’t care,” “won’t accept responsibilities,” or has “bad attitudes.” Low staff morale is consistently at the top of the list of management problems in most industries, including ours.

    More from Dr. Rothschild: Stop cheating your patients

    The solution to these two complaints is the same: staff empowerment. If the team can adequately take care of the “fires,” then there will be more quality time for you to work on other areas of the practice—and staff morale will dramatically increase if they are entrusted with some real responsibility. (Just trust me on this.)

    Which to fix first?

    Now the real challenge is next: turning over some of the most important pieces of the practice to a team of people who, at the moment, are not performing well.

    This difficult task can be overcome with a strategic staff empowerment plan that has three steps. It is important to note that while this can be done, it is not easy, and the steps are not simple. But by being dedicated to the final outcome and sticking with it, your team will be putting out all of the fires and you can spend your time working on that stack of papers that won’t go away.

    More from Dr. Rothschild: Why you need a practice mission

    Here are the steps:

    1. Talk

    2. Listen

    3. Be the example

    Next: 1. Talk

    Michael Rothschild, OD
    Dr. Rothschild is the CEO of Leadership OD and is an advisory consultant for Revolution EHR.

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