Good staffing decisions are vital for a successful clinic. Though you may have a management team to run day-to-day operations, as the business owner you must also provide leadership if you wish to steer your business to your end goals.

Successful business owners don’t simply sit back and watch their staff do their duties, they take an active role, using their skills and experience to build and maintain a great team.

Put some thought into recruitment

It is always worth taking the time and care to find the right new employee, as investing time and thought at the recruitment stage will help avoid costly hiring mistakes. Good leaders will think carefully about the personality that will best fit their clinic team, as well as the skills required to do the job.

Keep these qualities in mind when penning a job description, an advert, and interview questions. Conduct interviews with an open mind, and allow for some flexibility, knowing that a competent candidate who has the right attitude may still be a good choice, even if they don’t tick every single box in terms of their current skillset.

You can’t be expected to predict every possible situation, and obviously there will be certain staff members you hire who don’t work out to be a great fit for your clinic. Dealing with such situations efficiently and moving on, rather than chiding yourself over making the wrong decision and dragging out the inevitable, is a trait of an effective leader.

Invest in people

The latest cutting-edge devices aren’t the only business assets you need to invest in. Successful business owners will view their team as their greatest asset, as it is not the technology that will earn the clinic a great reputation, it will be the skilled performance and customer service provided by the staff.

Invest in your people by providing ongoing training opportunities and decent benefits, and by offering them extra responsibilities, so they are aware that you appreciate their efforts.

Understanding the value of your people, and having faith in their abilities, will give your staff confidence and will make your job as the company director easier. If you are not afraid to delegate, you will free up your own valuable time and convey to your staff members that you trust and value them.

You will also gain loyalty from your staff if you help them develop through training. Not only will this broaden their own skillset, it will also maximise the potential of your team.

Manage well, and fairly

You may employ a management team to deal with staff performance and compliance, but ultimately, if you are an active partner or sole business owner, then you have some management responsibility, too.

You should look to be as good a manager as any you employ. Your management team will report to you, and you are responsible for giving them guidance.

Good managers don’t have unreasonable demands, they make rational judgements, they give credit where it’s due, and handle problems effectively. To do all of this well, good managers keep in touch with their staff.

Be present, and lead by example

Great clinic teams are developed through great leadership. Great business leaders are present – they take an active interest in their business, and in their team.

Whether you are an experienced clinician or an accomplished business person, you can influence the success of your staff by leading by example, and sharing your knowledge and experience. As the owner of the business, and the figurehead, you can also set the tone for the company culture yourself through your attitude, your management decisions, and the company standards you set.

Strong leaders give their teams a sense of direction, communicating the business and team goals clearly, inspiring staff with their strategy for success, and success that they share and celebrate with their employees.

You should be able to explain your end goals, convey how to identify the opportunities that can take your business forward, and warn of the challenges that you may have to address. By involving your staff in your business strategy and helping them to understand their important role in that plan, you will help build their confidence and loyalty.

Retain the best staff members

Even if you try to be the best employer possible, you will see some staff members leave your business, as some people may simply want a change of scenery, or their own personal circumstances may change. Some staff members may relocate or may have family commitments that make their current role no longer possible — reasons that are unrelated to your business management.

Though you can’t expect to hang on to your entire team forever, you should think of ways to keep your staff happy and fulfilled in their work, so the turnover of staff remains low. It is possible to create a structure and culture in your business that encourages team members to be loyal, and one that allows them to develop their career while working for you.

Clinics with a high turnover of staff are likely to have made the mistakes previously mentioned: recruiting without due care, failing to offer staff training and benefits, overly strict or lax management, or the absence of an inspiring leader. But, staff members may also leave if they do not feel they fit in, or if there is no room to grow and develop their talents.

As the business owner, it is in your interests to cultivate a good working atmosphere from the start, and to put in place a framework that gives staff the opportunity to increase their skills and get a promotion.

Creating a good company culture starts with your first hire. Recruiting staff who have enthusiasm for your clinic’s business strategies and share your core values will be the first step in the right direction.

The next step is to develop the team as exactly that – a team, not a group of individuals working autonomously. Hold team meetings, consider peer training, and make time for social events, and you will help your staff members gel.

Promoting staff isn’t all about paying out more on salaries. Though you should consider a pay rise for staff members who have progressed and taken on additional responsibilities, remember that the recognition of their ability through a new role and title will also give that person a boost in confidence.