Tips to Manage Hiring and Firing in your Dermatology Practice #PACPearls

A collection of PAC Pearls from the Women’s Dermatologic Society

Managing staff employment is an essential element to a successful private practice. The WDS Practice Advisory Committee (PAC) has put together a list of pearls to help navigate staff hiring and firing in your Dermatology practice. 

1. Hire Slowly and Fire Quickly 

Consider a prolonged new employee interview after initial screening, where the candidate spends time in the department they will work in. Get feedback from your current employees and make sure that the candidate is someone they can see themselves working with. Have a 90 day trial employment with assessment by the office manager and the physicians at the end of the 3 months. Be clear that if they are not working out after 90 days, they will be let go. This makes everyone re-evaluate the candidate. If someone is not performing, or is a negative energy in your office, let them go. Delaying firing a weak or negative employee, no matter how difficult, drains the entire staff!      

- Sara Jackson, MD

2. Clear Communication

Clear communication and expectations are important for effective management of staff members within a dermatology team.  A written delineation of roles and goals is particularly useful when it is time to give feedback and serves as a reference for what staff need to do to ensure that the practice functions at its best.

- Molly Hinshaw, MD

3. Be Organized and Know Thyself

Two things I have learned in my twelve years of business ownership: 1) organization is key and 2) know thyself — you must know who you are and what you want out of your career/business. As to hiring, a new person must fit into your culture. If you can provide a detailed list of job duties, an understanding of your philosophy and values and allow candidates to spend a morning with you on your busiest day, both of you can see if the position is a good fit. As to firing, you must recognize when it is time for someone to leave your organization. Sometimes it is clear that a toxic person is holding you and your staff hostage, other times, it is subtle. Regular evaluations can help both you and the employee know if the fit is still good.

- Elizabeth Long, MD

4. Seek Feedback

Do an exit interview. Whether you are firing, or the person is choosing to leave, this is a great time for candid discussion of the pros and cons of working at your office. Sometimes it hurts your feelings! Sometimes it's sour grapes from someone unhappy, but often there are some nuggets of feedback that can help you be a better boss.      

- Deirdre Hooper, MD

5. Develop Resources

Create a handbook that can be passed along from previous to current employees. It will serve as a basic guide for day to day clinic tasks and also provide instructions for managing issues such as trouble shooting computers, cameras, or lasers. The handbook can be periodically updated and is a great resource for current employees, but especially helpful for new hires.     

 - Jeanette Black, MD

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