Orthotown June 2022 - 22

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tom525
Member Since: 06/18/08
Post: 7 of 13
jwilliam
Member Since: 07/25/03
Post: 8 of 13
Without knowing all the circumstances, let go of Adrian. Some employees are worth twice
what we pay them. Recognize this. ■
12/16/2014
You have two immediate problems: a toxic employee and an employee extorting you for a raise.
It's strange that Sophie is leaving supposedly because she cannot work with Adrian but could
somehow tolerate her for a bigger paycheck. Many of us have failed to get rid of an unpleasant or
bullying employee because they did a good job and we think we can change them or we just hope
it gets better. It takes the loss of one or more other good employees to wake us up. Then we're in
a worse position because now they're the only ones left who can do the job. It's hard to fi re but
best in the long run to get rid of someone who underperforms or causes problems.
So, it looks like Adrian's gone, but what about Sophie? If Adrian triggered her job search and
then she found out that she was " underpaid, " you might want to reconsider your salary scale. We
have to keep salaries within a certain percent of gross, but we also have to consider the market.
If you are way out of line, you won't attract good people; you wind up with a larger number of
mediocre people because any good ones you get or develop won't stay.
If paying the going rate puts your percentages way off, it may be because the people you
have are not effi cient and you need more of them than you would if things run more effi ciently.
I remember a number of years back, I learned that a friend of mine was seeing the same number
of patients per day with three chairsides as I was with fi ve. This means looking at your systems,
the talent of your employees and training (an area I was defi cient in). Can you get rid of Adrian
and not replace her? If that's possible, it frees up money for raises across the board. This satisfi es
Sophie and keeps the others from coming to you for raises when they fi nd out (as they will).
She gets a raise, and you're paying below market. If this isn't possible even with changes
in assignment, job descriptions, offi ce systems or more training, is there someone else who is
underperforming and doing less or taking longer than someone else could?
If you give Sophie the raise, be sure she understands this is a one-time thing and any further
raises will be based on performance only. ■
12/17/2014
How applicable is
this advice today?
This advice might have made sense to doctors back in
2014, but we're interested in hearing how you'd approach
the same situation today. In the middle of a hiring crisis,
when it's even harder to fi nd good team members, how
would you proceed in the same situation? Find the link to
this message board at orthotown.com/magazine and jump
in to lend your modern-day perspective!
22 JUNE 2022 // orthotown.com
http://www.orthotown.com/magazine http://www.orthotown.com

Orthotown June 2022

Table of Contents for the Digital Edition of Orthotown June 2022

Orthotown June 2022 - Intro
Orthotown June 2022 - Cover1
Orthotown June 2022 - Cover2
Orthotown June 2022 - 1
Orthotown June 2022 - 2
Orthotown June 2022 - 3
Orthotown June 2022 - 4
Orthotown June 2022 - 5
Orthotown June 2022 - 6
Orthotown June 2022 - 7
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Orthotown June 2022 - 17
Orthotown June 2022 - 18
Orthotown June 2022 - 19
Orthotown June 2022 - 20
Orthotown June 2022 - 21
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Orthotown June 2022 - 33
Orthotown June 2022 - 34
Orthotown June 2022 - 35
Orthotown June 2022 - 36
Orthotown June 2022 - 37
Orthotown June 2022 - 38
Orthotown June 2022 - 39
Orthotown June 2022 - 40
Orthotown June 2022 - 41
Orthotown June 2022 - 42
Orthotown June 2022 - 43
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Orthotown June 2022 - 45
Orthotown June 2022 - 46
Orthotown June 2022 - 47
Orthotown June 2022 - 48
Orthotown June 2022 - 49
Orthotown June 2022 - 50
Orthotown June 2022 - 51
Orthotown June 2022 - 52
Orthotown June 2022 - 53
Orthotown June 2022 - 54
Orthotown June 2022 - 55
Orthotown June 2022 - 56
Orthotown June 2022 - Cover3
Orthotown June 2022 - Cover4
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