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Practice Management

Why Didn't I Think of That?

    Bright bulb

    Tips from Sheila Grosdidier, BS, RVT

      Don't call a client only when a pet goes home from the hospital. Call that client again on the day that any prescribed medication should be complete. This assures you that the client has given the medication correctly and that the pet has recovered. Let clients know that you will be calling to reinforce the value of your patient care. 

      All your team members should have business cards to encourage sharing your business information with potential clients. Business cards also help create individual connections to the practice.

      Send a picture via text or email that shows your client's pet is in recovery after surgery. The client will be so relieved, and you will look so good!

      Share the dollar amount it takes your clinic just to break even each day with team members. This helps everyone understand the cost of doing business.

      Give 5 (or more) compliments to team members each day. Tell them what they did, how it was perceived, and what a difference they are making, not just "good job." Setting a numerical goal will help you look for the good in others and opportunities to reinforce it. Don't just think it, say it!

     When bringing a new team member “on board,” tell them the practice’s story: What makes it special? How did it get to this point? Sharing what makes the practice unique will help new people know they are a part of something special.

     Don’t wait for “goodbye” to have a party—start with “welcome!” When a new employee starts, get some donuts, coffee, and juice and have the team stop by to meet the new hire. It takes so little to let someone know their presence is appreciated.

     Be ready for new team members! On the first day, they need paperwork, a schedule, a uniform, etc, etc. Make up new-employee packets before you need them. In fact, make them up before you interview! Download a checklist.

     New employees are authorities on your training process. Ask them how it went! What did they like? What would they change? Who was the best trainer? What was hardest to learn? Did they have the right tools and support? Identify 3 things they learned that are not written down anywhere and use them next time.


    Did you know... An organizational chart should not be used to rank people according to their skills, personalities, or contributions to the team; instead, the chart should describe a conduit of communication that everyone on the team will benefit from learning.Read More

    These Care Guides are written to help your clients understand common conditions. They are formatted to print and give to your clients for their information.

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