00:00:04:09 – 00:00:55:15
Jay Shorr
Welcome to Shorr Solutions: The Podcast. I’m your host, Jay Shorr. I’m the CEO and founder of Shorr Solutions, a national and award-winning consulting firm, assisting aesthetic and surgical practices with their operational, administrative and financial success. I have an amazing team of practice management experts and clients across the U.S. and as an industry expert with firsthand experience owning a multi-million-dollar cosmetic dermatology and plastic surgery practice. Listen in as I lend you my expertise and best tips to successfully manage and grow your aesthetic practice. I will also be bringing in guests along the way, so get ready to be equipped to operate your aesthetic practice strategically and profitably. Welcome to Shorr Solutions: The Podcast.
00:00:55:17 – 00:01:32:14
Well, hello and welcome to another. Episode of Shaw Solutions, the podcast. And I’m your host, Jay Shorr. This is podcast number 115. And this one is going to be how to sharpen your onboarding. Process and. Prevent new hires from quitting. How apropos has that ever happened to you? And at the answer is yes. Then it’s how soon after the new hire? And if your answer is no, then my response is you haven’t hired enough people.
00:01:32:16 – 00:02:04:08
You have to know how to sharpen those onboarding skills. So number one you have to create a structured and I mean structured onboarding a plan and allow the new hire to see the potential growth that they have with you. And you know very few people just want to come in and work and never go anywhere. Many people want to know even during the interview, is what growth do I have with the practice? So create beforehand a structured onboarding.
00:02:04:10 – 00:03:04:15
Number two is introduce the team culture and ensure that the new hires all feel welcome. Now this is my team. I’m a team leader and we have. Seven members of our. Team. Many of our team members started brand new, many from outside the industry, some from within the industry. But however, we introduce our culture. And what is our culture? A don’t do anything illegal, immoral or unethical and always put each other first and put our client first. It’s not that difficult to do. We have a term each one of us are la familia. We are family and everybody treats each other like family and nothing and I mean nothing is too much to help the other person.
00:03:04:17 – 00:04:11:01
Number three, you have to provide thorough training if you think that a person is going to come in and they’re going to understand your way of doing things from day one, you are sadly mistaken. They may know the difference between a neurotoxin. They may know the difference between dermal fillers. They may know the differences between lasers and skincare products, but they don’t know how you may want things done. So you have to provide thorough training at each and every level. And that training could be OSHA training, HIPAA training, and California violence training. Training is everything. It’s not just the terminology of medical items that you do in your practice. So you train on technical skills for aesthetic treatments, and you train on customer service skills to enhance a patient experience. It all rolls up, and having you shine as a practice, not as specifically as the doctor that will come later. But as the practice. You want people to always be coming back for more.
00:04:11:03 – 00:05:28:05
Tip number four your training should be ongoing. Just because you ended up doing one specific training does not mean that you’re done. Your training has to be ongoing. It has to be clear, concise and consistent. And understandable speaking to people in a language that they understand. So the training whether it’s internally, externally, governmental training that you have to provide, and it’s only going to get more extensive as we travel through the years. I’ve always believed in training. I’ve been very, very fortunate in my career that everywhere I have worked, they’ve always spent in ordnance, amount of training, especially when my superiors saw things in me that they thought they could develop better. They sent me for additional training. And that’s why we have so many of these conferences and congresses that I lecture at. I probably do a dozen or more a year, and we all learn and we educate all different levels of staff in the practice. Don’t be afraid it’s not an expense. It’s an investment. An investment to your future.
00:05:28:06 – 00:06:56:13
Yes. We’re going to take a quick break and a slight intermission. I’d like to take a moment to tell you about our conversion cascade online course. With this self-guided and powerful course, you and your team will be able to master acquiring and retaining more patients as a step by step sales funnel training. This course is designed to help you and your team attract more patients, convert calls to consults, convert consoles to treatments and procedures, and keep patients coming back for more. Not only will our conversion cascade online courses help to strengthen and develop your team’s phone sales and customer service skills, it will also serve as a valuable onboarding training tool for each and every new team member. Plus, in the course, you’ll receive downloadable marketing checklists, phone scripts, conversion tracking tools, and more. So why not sign up for the course today? It only takes less than 4 hours to complete and you can finish at your own pace and you’ll have lifetime access. And as a special thank you for being our podcast listener, we’re giving you 20% off. Just enter the Discount Code “podcast” to start saving today. Click the link in our show notes to sign up for the Conversion Cascade online course, acquire and retain more patients right now.
00:06:56:15 – 00:07:45:03
Number five pair your new hires with an experienced team member or a mentor that you know although may be good. Ensure that they’re not Debbie and Donny Downer. Nothing is worse than pairing a new person with negativity. I assure you they will become negative too. They can provide guidance and support during the initial weeks. And as a mentor. I always had mentors. I’ve been very, very fortunate and we try to each one of our team members A are mentors to each other. And as we bring on new hires, because we have a lot of interns that we hire and then they come on full time with us upon graduation. So we are all of their mentors specifically, sometimes they may have a supervisor, but we all try to be mentors.
00:07:45:05 – 00:08:34:09
Number six always. Encourage open communication because new hires should feel comfortable asking questions about procedures, patient interactions, and protocols, and getting the answers. That helps them become a better employee. So when you have open communication about everything, and then when you’re done with the communication, summarize. Why do I say summarize? Summarizing ensures total understanding. And when I teach because I teach at Florida Atlantic University as well. I don’t go on without ensuring that the people that I’m teaching to my students that they have an understanding. Because what’s worse is for you to be able to teach something and you’re ready to move on, and the people really didn’t gain a total understanding, and you’re going to get them lost.
00:08:34:11 – 00:09:05:19
Number seven, ensure that new hires have access to necessary tools, resources and information. Very, very important because it may be technology may help them, whether they’re getting a new electronic devices, new computers, new software. Don’t give them old stuff and expect them to move ahead. Ensure that they have the necessary resources. Tools and information right from day one.
00:09:05:21 – 00:09:47:20
So when is the best time to schedule check ins to discuss progress, address concerns and provide feedback? Immediately from day one! Ensure that after each level of your training and confidence that you ask questions and you say, do you have any questions? Are there anything I can ask? And them when they’re silent and they have nothing to say, ask them questions about what you’ve gone over with them. Many times they won’t have any questions in the beginning, but then when you ask them questions, they don’t have an answer. That means you’ve got to go back to the drawing board and redo what you did, because they didn’t get an assurance of an understanding.
00:09:47:22 – 00:10:21:14
Number eight boost their confidence and motivation by celebrating milestones, no matter how small they are. Encourage work life balance like I mentioned in the prior podcast. And provide positive feedback. Tell them where they shine and we call it the kiss and kick. You tell them how wonderful they are. Then you provide positive feedback with the insurance that they’re going to do a much better job. It makes them feel kind of loved. All right.
00:10:21:16 – 00:10:53:04
So ladies and gentlemen. Real quick, they were the top eight things that I could tell you about how to sharpen your onboarding process and prevent new hires from quitting. There are so many more, but these are the probably the top basics. We’re all here together. We’re all in it to win it. So thank you for enjoying another episode of Shorr Solutions: The Podcast episode number 115. I was your host, Jay Shorr. Good luck. God bless.
00:10:53:06 – 00:12:26:06
So that wraps up today’s episode of Shorr Solutions: The Podcast.
If we mentioned any website links, you can find them in our show notes to work directly with me and our award-winning team of consultants to increase efficiency, increase revenue and decrease costs in your aesthetic practice, schedule a free consult with us today.
We will help you establish and refine your aesthetic practice’s protocols for maximum efficiency and productivity, decrease your expenses and increase your profitability with an expert financial analysis of your business. Attract more patients, convert calls to consults, convert consults to treatments and keep patients coming back for more. With our sales training, coaching and complimentary access to our conversion cascade online course.
Recruit, hire and train new team members and manage any staff turnover with our human resource expertise plus more, head over to our show notes and click on the link to schedule a free 30-minute consult with us today. And if you enjoyed today’s episode, don’t forget to spread the word and share this episode with your friends, colleagues and the rest of your team.
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