The veterinary practice can be intimidating, our priority in Veterinary HR is to provide a welcoming team environment for current and future team members.
Whether the loss of a team member is positive or negative, it is important to prepare your entire team for change. We are all aware of the saying “knowledge is power.” Take this critical, and all too overlooked step, make time, take time and empower your team.
You are being considerate of the team by communicating changes and what is going on. It is always best to communicate first. Be honest and concise. There is no need to go into the gory details, this will cause you to quickly lose your teams respect, not to mention the probability of legal implications. Conversely, not giving any or little to no information will create the same negative situation.
It is important when managing Veterinary HR to make yourself aware of the team’s response and make yourself available for team members who need to meet with you privately. Any loss, can produce emotional fall out.
Take the next step and solicit your team’s opinion as to the opening(s) your veterinary practice has. Why do they believe the position(s) need to be filled? You may learn what you believed to be a need, can easily be filled by team members who are not yet properly leveraged. Allowing growth in current employees is especially important if you want to keep good staff in your veterinary practice.
Compile the information you glean from your team and prepare a staffing requirements document or simply update your current staffing requirements. Make sure you have considered industry standards when creating a formalized staffing requirements document. Use caution when analyzing various industry benchmarks to ensure you are comparing “apples to apples.” Be sure to evaluate the veterinary practice’s trends over a period of time, taking into consideration peak and off seasons.
Now that you are armed with specific practice needs addressing job duties/positions and staffing. It’s time to present the complied information to your team. Much of the information will be what they have provided to you. This gives the team an opportunity to view the information as a whole document.
To review, your team is now informed and prepared for the impending changes. Your team has been given the opportunity to articulate the needs of the team and you have subsequently produced a Staffing Requirements document to complement the provided information while also weighing unique practice needs and industry benchmarks to your veterinary practice.
Engage your team and develop a recruitment team standard. Take this opportunity to document required team interaction and expectations during the recruitment period. Your team will be much more on board if they are contributing as opposed to being blindsided in the middle of the recruitment process. Recruitment is not just part of the Veterinary HR employee’s responsibility, it is a team effort.
Solicit your team for the best recruitment platforms and use your team as a key recruiting platform. Who knows your practice and standards better than your own team? If team members are not open to recruiting, find out why. There may be key areas needing development prior to the addition of a new team member.
Next week we will review attracting the best candidates to our practice. Holdsworth & Co., CPA’s provide full service veterinary consulting and coaching. Contact Us for more information and help in your Veterinary HR needs.