JAN-FEB 2016

MedEsthetics—business education for medical practitioners—provides the latest noninvasive cosmetic procedures, treatment trends, product and equipment reviews, legal issues and medical aesthetics industry news.

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REWARDING EMPLOYEES 30 JANUARY/FEBRUARY 2016 | Med Esthetics They want to be proud to be part of the team." Companies that effectively recognize and acknowledge employees who go above and beyond have a 31% lower voluntary turnover rate than those that do not, according to a 2012 report by Bersin & Associates, an organization that researches and consults on human resources issues. Further, " . . . in organizations where recognition occurs, employee engagement, productivity and customer service are about 14% better than in those where recognition does not occur," the report noted. A 2013 study by Glassdoor, a company that helps employ- ers reach qualifi ed job seekers, found that more than half of employees say they would stay longer and work harder at a company if their boss showed more appreciation. As the owner of a small practice, you may not have the resources to bestow bountiful bonuses. But there are easy, inexpensive ways to show thanks for employees who go the extra mile. "We have periodic luncheons, hold raffl es with prizes—such as an iPad—and offer awards for outstanding employees, in addition to holiday events," says Dr. Chaboki. Dr. Kaplan provides lunch for employees on busy operating- room days. Other ideas provided by the Glassdoor survey suggest surprising employees with rewards such as snacks, thank- you notes, public recognition at a meeting or in the company newsletter, and company-sponsored employee events. When offering verbal praise to employees who consistently provide excellent care and those who go above and beyond to handle a specifi c problem or concern, it is important to be prompt with your words or gestures of praise. "Recognize and praise the employee as soon as the task is completed. Employees may feel unappreciated if they are not recognized in a timely manner, which may cause them to lose motivation," suggests a Utah Valley University human resources report on employee recognition, which also encourages owners and managers not to be stingy with expressing appreciation. "Though a small improvement may seem like no big deal to you, your employee may have struggled mightily and worked hard to achieve it. So show timely, positive recognition for small steps in the right direction." Offer Freebies Day after day, your employees see patients become more beautiful and confi dent thanks to the services and products you offer. Why not share the wealth by allowing your staff to enjoy some of those coveted services? "A cosmetic practice can offer free injectables, skincare products and surgery. These are valuable items and staff appreciates it," says Dr. Delgado. There's another benefi t to letting employees experience fi rsthand the skincare services you offer: They will be better educated and more likely to promote them to patients, adds Cincinnati facial plastic surgeon Jon Mendelsohn, MD, FACS, who offers neurotoxin and dermal fi ller treatments during staff events held several times a year. "Using the products and services we provide allows our staff to 'walk the talk,' so they can better educate patients," says Dr. Mendelsohn, who has 19 clinical and administrative employ- ees, including one who's been with him for 17 years. "As our staff members are fi nally aging themselves, we will be offering more eyelid and face-lifting procedures as staff perks as well." Focus on the Team Employees who work together toward a common goal demonstrate better problem-solving, greater productivity and more effective use of resources, according to the American Management Association. They are more likely to enjoy their work, learn and develop skills, and be more motivated. That is why many business owners are focusing their efforts on team rewards and recognition rather than just singling out individual employee accomplishments. Dr. Mendelsohn encourages a teamwork mentality by offering staff-wide incentives complete with gifts, such as iPads, for all employees. For instance, when his practice launched a new loyalty rewards program for patients, he set a team goal for enrollment, rather than an individual goal. The idea, he says, is to "develop a sense of team accomplishment." Dr. Flint nurtures a culture of cooperation and collabora- tion in her practice by "strongly promoting the philosophy that every employee is equally important to the success of the practice and in providing stellar patient experiences," she says. "If we accomplish our goals, we all get a produc- tion bonus. All employees are included in all bonuses and all retirement benefi ts. We work as a team and we benefi t as a team. Of my six employees, four have been with me for more than fi ve years. My previous RN was with me 12 years, at which point she retired. My administra- tive assistant will have been with me 10 years next month," Dr. Flint notes. "So I believe my formula is working." Maryann Hammers is a freelance writer specializing in the medical, beauty and spa industries. © GETTY IMAGES

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