5 Tips for Setting a New Associate Up for Success
Thinking about growing your practice by hiring a new vet? Believe it or not, there are certain things you can do proactively to set your new associate up for success. In fact, the long-term profitability of your practice will hinge on how well your team works together for optimal client service. Before you bring someone new aboard, make sure you’ve got a plan in place to help them settle in and hit the ground running. Here are a few tips to get you started.
Invest in onboarding.
Hiring someone new should involve more than simply filling out paperwork and introducing them to the team. The best way to set someone up for success is to lay a strong foundation right from the get-go. This is why having a structured onboarding program is so important. The goal should be to get your new hire immersed in the culture of your practice right away. Don’t forget the things you may otherwise take for granted, such as scheduling policies, practice workflow and clinic roles. Helping your new hire learn the ropes quickly can help them to feel welcome and reduce their time-to-productivity.
Set up a mentorship.
It can take years to acquire some of the skills experienced vets have amassed. Why not reduce the learning curve for your new associate by setting him or her up with a mentor? Many essential components of the job involve things that cannot be adequately taught or learned in school, such as how to deal with an emotional client or maintain a warm bedside manner with pets and their owners. Rather, these soft skills are better learned in practice. Mentorship can facilitate this transfer of skills much more efficiently.
Provide the right people, policies and tools.
Behind every good veterinary provider is a team of highly-skilled support staff. Surround your new hires with the people they need to perform at their best, whether it be veterinary technicians, assistants or administrative staff. It’s also important to have solid policies in place along with the latest in veterinary tools and technology. When you invest in arming your vets with everything they need, it’ll pay off in the long run through lower turnover and greater client satisfaction.
Integrate and market them.
Seeing a new vet after years with the same doctor can be intimidating for some clients, but your new associate won’t be successful (and neither will your practice) if you don’t find ways to get him or her integrated into the schedule. You hired this individual because he or she is capable and competent, so be sure you and your staff are relaying that message effectively. Introduce your new staffer online and in-person. Give them a glowing recommendation and make sure admins are doing their best to keep the new hire’s schedule full and profitable.
Set and communicate goals and expectations.
Bring your new hire up to speed on the vision and goals of your practice as quickly as possible. Make it clear that he or she will play a pivotal role in achieving those objectives and map out exactly what’s expected in order to make that happen. Touch base regularly to see how your new associate is doing, answer questions, offer support and make sure everyone is on the same page. A little extra hand-holding at first can do wonders for helping your new hire flourish in the long run.
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