I recently sat down over a two-day period with the Owners and Directors of Operations of 15 large hearing care practices. This group collectively represents some of the more efficient organizations in our industry, each one easily within the top five percent in terms of direct impact delivered and overall revenue.
Over the course of the meetings, we discussed industry dynamics, marketing tactics, and P&L (Profit & Lost) performance: all subjects that influence almost every business in our profession, big and small.
However, none of the above topics drove the most curiosity and ire from these highly proficient business leaders or was the topic we spent the most time discussing.
Do you want to know what topic we discussed the most?
Answer: team development and recruiting!
Even with all the success these business leaders have had, they still struggle to earn buy-in from their teams in order to drive performance and cement a commitment to excellence. And, like so many other employers, they also still struggle to find and retain the most skilled individuals to help service their patients.
Some were caught in a constant state of hiring, training, and replacing team members so frequently that in one case, sadly, they admitted not knowing the full name of every employee on their payroll.
“We’ve seen the enemy,” one owner said. “And it’s us.”
Overstated perhaps, but even those most confident in their circumstances admitted a desire to see greater drive in their employees and greater results from their teams.
The truth is, the single greatest strength for a company is its people and the single most volatile variable for business success is leadership. In fact, unless you’re a true one-person practice, your best hope for growth and sustainability is to scale your expertise and patient focus beyond your direct influence through your staff.
Even the highest performing practices are beginning to rethink the way that they do business in order to drive real results.
Maybe you should, too.
The best advice we can offer is to…
- Fall in love with your patients again—not your products and services—and teach your team to do the same.
- Thread your WHY through every narrative, from marketing to attracting, hiring, and developing your dream team.
- Understand that it’s a buyers’ market for employees and take the time to understand what motivates each (current or prospective) team member then learn how to tie it to performance.
- Let CQ Partners help you find experienced candidates who will positively influence and integrate into your practice then continuously develop their skills.
In other words, take advantage of the national, industry-leading support system that CQ Partners provides. This includes our full lifecycle Recruiting Services and the CQ Employee Development Program (EDP) which offers regional classes throughout the year for every member of your staff to ensure they’re working together harmoniously, efficiently, and with an “opportunity mindset.”
