Contributing Writer 1. Whether an employee clocks in or not they must be paid for all hours actually worked. 2. You can set office policy that any time worked by an employee above the agreed upon hours must be approved in advance however you still have to pay the employees for any time worked whether clocked in or not. You can reprimand an employee for violating such a policy. Ensure you document. That way if you dismiss for repeatedly violating the policy you might avoid paying unemployment. 3. Honor systems tend to be abused. Your practice management software’s time clock is generally the...
How your staff approaches referrals can become second nature by asking patients their opinion, and if it's positive, then asking for that all-important new patient referral.
1. Set either a monthly or quarterly goal. 2. The goal is based on what is commensurate with 25% or less payroll percentage. Example: Say your payroll is normally around $20,000. Collections must be over $80K per month for there to be any kind of bonus. 3. If the goal is exceeded, a bonus is given. How much you bonus and how the bonus is split among the staff will vary from office to office. It can be an arbitrary amount of $200 to $400, or be specifically calculated on how much "bonus sum" is available, i.e., the difference between 25%...
1. Testing: Much of marketing involves testing, which is a fancy word for trial and error. Try different marketing actions to see what produces the best ROI. What will work in one town may not work in another. A discounted new patient exam might produce a response or not. If it does not, perhaps a teeth whitening offer will. It's all about testing. 2. Practice name: Unless your name is well known and respected in your town, it's a bad marketing decision to use it for your practice's name. Instead you want a name that is memorable and clearly tells patients what...
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