Tips to Create a High-Performance Team with Your Office Staff

Have you ever felt like you were part of something bigger than yourself? That you were with a group of people where you just belonged? Where you were doing something that mattered to you, and you felt like you were making a difference?

For organizations, this feeling is the holy grail of teamwork. When individual employees are working within a group like that, they feel that there’s nothing they can’t do. A team made up of employees like this is precisely what you want at your practice. You want a group of people who believe in your practice’s mission and will take pride in its success. However, this kind of a team doesn’t just form by accident. It requires effort, both by you and by them.

If you want to build a high-performance team, there are a few things you may want to keep in mind:

Recognize That Everyone Is a Part of Your Team
If you employ someone at your practice, they are a part of your team. Period. It doesn’t matter if they are a fellow surgeon, a receptionist, or a member of the cleaning staff. Everyone is part of the team and should be treated with the same level of respect.

If everyone feels like they are part of the team, they will work much harder and strive for excellence. This cohesiveness is a key component of a high-performance team. If there is someone at your practice who doesn’t feel that way, then it’s vital that you fix that issue immediately.

Leadership
Without a strong leader, a team, no matter how talented, can lose focus and drive, leading to a collapse of productivity and performance. If you want a high-performance team, they will need a high-performance leader.

As the owner of your aesthetics practice, you are the de facto leader. Even if you aren’t directly in charge of the office staff, everyone will be looking up to you as the example, as the model to emulate. Your job as a leader is to encourage them and provide the overall direction of the practice. You need to inspire trust in your employees and support them with the resources they need to excel if you want a cohesive and high-performance team.

Fitting in with the Company (Practice) Culture
Have you ever hired someone who is incredibly well-qualified, engaging, ambitious… and they just completely fail to fit in at your practice?

When you are hiring new team members, it’s important to keep your practice’s office culture in mind. Just because someone looks to be perfect on paper doesn’t necessarily mean they will be in “practice.” (Har, har.) When one team member isn’t able to optimally function in your office environment, it can damage everyone’s productivity.

How do you deal with this issue? Talk to the new employee and see if you can figure out exactly why they don’t feel comfortable working in your office. Are they happy working there? Is there anything you can do to help? Do what you can to help that employee live up to their potential and become better integrated into your team.

Employee Retention
One major aspect of a high-performance team is stability. Even if nine out of ten employees have worked together for years, throwing a new hire into the mix can disrupt things to the point where your high-performance team falls apart. But only for a time. After a few weeks, the new employee will often start to become more integrated with the group and, eventually, everyone will be back up to their exceptional level of productivity.

If you constantly have employees leaving for other opportunities, it will be difficult for the entire team to build up a smooth working relationship with each other. So, you want to minimize this kind of disruption. To keep your employees in place, you need to offer them reasons to stay. For example, all employees are looking for opportunities to expand their skills and abilities, so offering in-office training can be very important.

Employees also don’t want to be micromanaged, so it’s important to give them the freedom to make their own decisions. By empowering your team, they can cut through “red tape” and take care of things on their own.

Although a high-performing and happy team usually have high company loyalty, the individual members aren’t stupid. If a much better opportunity comes along, they will likely to leave your office for it. The best way to avoid this is to pay your employees what they are worth. If they are already happy with their salary and benefits, then they will be much less likely to leave for a new, marginally better job.

Set Effective Goals
If you want a high-performance team at your practice, you are going to have to give them direction. If a team doesn’t have any goals, if they don’t know what they are working toward, then they aren’t going to be able to develop a focus and drive.

There are two parts to setting practical and effective goals. First, make sure that everyone knows there is an overall goal in place, something for the entire practice to shoot for. Then, make sure that you are giving the team specific and achievable goals. Fuzzy goals don’t lead anywhere, while specific goals with achievable metrics can allow a team to focus their full energy on them.

Give It Time
As a plastic surgeon, you know that it takes time and patience for a patient’s final results to be revealed. As impatient as they might be, there is no way to rush this recovery period. They simply need to relax and do exactly what the doctor orders to make sure that they get their optimal results.

This is very similar to putting together a high-performance team. Even if you have all of the right people doing the right jobs with the right leadership in place, it can still take a while for things to gel. And that’s if everything goes smoothly.

As your team’s relationships with each other solidify and they start to learn each other’s strengths, you will steadily be able to see progress. After a few months, they will be a well-oiled, high-performance machine, ready to push your practice to the next level!

Oh, and don’t forget. You’re a part of the team, too!

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