5 Things Doctors Do To Hurt Their Office Culture (and How to Do Better)
Introduction
In the high-pressure environment of a healthcare practice, a positive and supportive workplace culture is essential for attracting and retaining top talent. But sometimes, even the most well-intentioned doctors can inadvertently sabotage their practice's culture. These behaviors can lead to low morale, decreased productivity, and ultimately, costly employee turnover.
SHRM estimates that the cost of replacing an employee can range from 50% to 60% of their annual salary, with overall costs soaring anywhere from 90% to 200% of their annual salary! That's a hefty price to pay for a toxic work environment.
To help you avoid these pitfalls and create a thriving practice, let's explore five common mistakes doctors make that can damage their office culture:
1. Acting Superior
Humility is the cornerstone of a strong team. When doctors act superior or dismissive towards their staff, it creates a toxic hierarchy and erodes trust. Employees who feel undervalued or disrespected are less likely to be engaged and productive, and they're more likely to seek employment elsewhere.
Think of it like a restaurant where the head chef acts like they're above everyone else. They belittle the waitstaff, ignore the contributions of the dishwashers, and take all the credit for the restaurant's success. How long do you think that restaurant will retain staff? Not very long, and they certainly won't earn any Michelin stars.
In a healthcare practice, it's essential to foster a culture of mutual respect and appreciation. Doctors, nurses, medical assistants, and administrative staff all play vital roles in providing excellent patient care. When everyone feels valued and respected, they're more likely to work together effectively and achieve shared goals.
Action step: Take a moment to reflect on the interactions between providers and staff. Is everyone treated with respect, regardless of their role or title?
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2. Failing to Show Appreciation
A simple "thank you" can go a long way in boosting morale and fostering a sense of belonging. But in a busy healthcare practice, it's easy for expressions of gratitude to fall by the wayside. When doctors fail to acknowledge their team's hard work and dedication, it can lead to feelings of resentment and disengagement.
Employee recognition vendor OC Tanner published a figure that 79% of people who quit cite “lack of appreciation” as their reason for leaving. The power of gratitude can help retain -- or drive away -- your best employees. And make no mistake, it's the best employees who are most prone to look elsewhere because they have the most options.
This cannot be overstated -- employees do not get enough gratitude and appreciation. Because of this lack of appreciation, employees start to feel like their efforts aren't appreciated and their motivation is never as strong as it could be.
Instead: Make appreciation a regular part of your routine. Offer verbal praise, handwritten notes, small gifts, or public acknowledgements during team meetings. Recognize individual achievements and celebrate team successes.
3. Working a Light Schedule
When doctors consistently arrive late, leave early, or take frequent days off, it sends a message that their time is more valuable than their employees' time. This can create a sense of inequality and resentment, undermining the team's sense of shared purpose and commitment.
Think of a construction site where the foreman shows up late or leaves early on a regular basis. The workers might start to question the foreman's commitment and dedication, and their own motivation could suffer. In a healthcare practice, it's essential for doctors to lead by example and demonstrate a strong work ethic.
Instead: Be present and available for your team. Show them that you value their time and contributions by being a reliable and engaged leader.
4. Over-Socializing with the Team
While it's important to build rapport with your team, excessive socializing can blur professional boundaries and create an uncomfortable environment for some employees. It can also lead to favoritism, gossip, and a lack of focus on patient care.
When the leader is constantly hanging out with a few select employees, it creates an exclusive clique. This can alienate other team members and create a sense of division within the practice. Even if the provider hangs out with "everyone," it leads to a lax environment where boundaries aren't respected and standards are harder to enforce.
In a healthcare practice, where staff work so closely with the providers who often are the business owners, it's important to maintain a healthy balance between professionalism and camaraderie.
Instead: Engage in team-building activities and social events, but also ensure that your interactions with staff are respectful, appropriate, and focused on work-related matters.
5. Undermining the Practice Administrator
The practice administrator plays a crucial role in managing the day-to-day operations and ensuring a smooth workflow. When doctors undermine the administrator's authority or overrule their decisions, it can create confusion, conflict, and a lack of trust in leadership.
It is vital for doctors and other clinicians to listen to their staff. However, making promises to the staff or pushing too hard on the practice manager for certain outcomes or decisions will disempower the leader and will lead to worse results. The employees will begin to curry favor with the providers and will stop listening to the practice manager.
In a healthcare practice, it's essential to support the practice administrator and empower them to make decisions within their scope of responsibility.
Instead: Maintain open communication with the practice manager and collaborate on important matters, but avoid micromanaging or interfering with their authority.
Conclusion
Building a positive workplace culture requires a conscious effort from everyone in the practice, especially the doctors. By avoiding these common mistakes and prioritizing respect, appreciation, and teamwork, you can create an environment where your employees feel valued, supported, and motivated to provide exceptional patient care.
Mike Lyons is an HR consultant to independent healthcare clients. He can be found at seasoned-advice.com and on LinkedIn.