Toxic behavior can harm medical practices and should not be tolerated, according to an article published Dec. 10 in Medical Economics.
(HealthDay)—Toxic behavior can harm medical practices and should not be tolerated, according to an article published Dec. 10 in Medical Economics.
Noting that toxic employees can sap the morale of staff and impact patients' perceptions, Judy Bee, a medical practice consultant from Practice Performance Group in La Jolla, Calif., discusses how to identify and manage toxic employees.
Bee notes that availability, attitude, and ability are the three components of employee performance, in that order of priority. Lack of availability can generate resentment and depress physician production, especially in a smaller practice. Good attitude, including cheerful demeanor, willingness to help, being courteous and cooperative, and being considerate of others will affect the practice. For toxic employees, conducting a performance review is important, allowing objective criteria and less serious behaviors to be discussed. Tolerating an employee's negative attitude has a knock-on effect, with the remaining staff losing respect for the manager or physician in charge. If a toxic employee improves their behavior after performance review, it should be noticed and rewarded.
"If a toxic employee can't or won't make the changes you need them to, it's time for physicians and managers to make the decision to part ways with that employee, and to give that toxic worker an opportunity to find a job where showing up with a positive attitude isn't a requirement," Bee writes.
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Toxic behavior can harm medical practices and should not be tolerated, according to an article published Dec. 10 in Medical Economics.
(HealthDay)—Toxic behavior can harm medical practices and should not be tolerated, according to an article published Dec. 10 in Medical Economics.
Noting that toxic employees can sap the morale of staff and impact patients' perceptions, Judy Bee, a medical practice consultant from Practice Performance Group in La Jolla, Calif., discusses how to identify and manage toxic employees.
Bee notes that availability, attitude, and ability are the three components of employee performance, in that order of priority. Lack of availability can generate resentment and depress physician production, especially in a smaller practice. Good attitude, including cheerful demeanor, willingness to help, being courteous and cooperative, and being considerate of others will affect the practice. For toxic employees, conducting a performance review is important, allowing objective criteria and less serious behaviors to be discussed. Tolerating an employee's negative attitude has a knock-on effect, with the remaining staff losing respect for the manager or physician in charge. If a toxic employee improves their behavior after performance review, it should be noticed and rewarded.
"If a toxic employee can't or won't make the changes you need them to, it's time for physicians and managers to make the decision to part ways with that employee, and to give that toxic worker an opportunity to find a job where showing up with a positive attitude isn't a requirement," Bee writes.
Explore further: Physicians should motivate and retain top employees
More information: More Information
Copyright © 2013 HealthDay. All rights reserved.
Medical Xpress on facebook
Related Stories
Physicians should motivate and retain top employees
Oct 25, 2013
(HealthDay)—Even in a time of declining reimbursements, smart employers should know how to motivate and retain superstar employees in their practice, according to an article published Oct. 10 in Medical Ec ...
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Sep 29, 2013
(HealthDay)—Managing staff is a learned skill, and one for which physicians are often ill-equipped. An article published Sept. 25 in Medical Economics lays out some practical tips and advice for motiva ...
Fun at work promotes employee retention but may hurt productivity
Nov 21, 2013
Within the hospitality industry, manager support for fun is instrumental in reducing employee turnover, particularly for younger employees, according to a team of researchers. However, manager support for fun also reduces ...
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Aug 17, 2011
The performance management process should evaluate and focus on employee engagement in addition to job performance, according to a paper published from the University of Toronto and University of Guelph. Engagement involves ...
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Nov 27, 2013
(HealthDay)—Small medical practices may not need to offer their employees health insurance, although there may be advantages to doing so, according to an article published Nov. 10 in Medical Economics.
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1 hour ago
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Russia rules out radiation poisoning in Arafat death (Update)
9 hours ago
Yasser Arafat died of natural causes, not radiation poisoning, Russian scientists who examined his remains said on Thursday, but their findings were dismissed by Swiss experts as politically motivated.
British surgeon suspended for 'branding initials on liver'
Dec 24, 2013
A British surgeon has been suspended over allegations that he "branded" his initials onto a patient's liver, media reported on Tuesday.
$100 mln deal agreed over US meningitis outbreak
Dec 24, 2013
The owners and insurers of a bankrupt pharmacy at the center of a deadly US meningitis outbreak have reached a tentative agreement to pay more than $100 million to compensate victims, US media reported Tuesday.
Beatboxing poses little risk of injury to voice
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You might think that beatboxing, with its harsh, high-energy percussive sounds, would be harder on the voice than the sweet song of a soprano. But according to new research by voice expert Dr. H. Steven Sims ...
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