Business
Tackling Smelly Situations in the Workplace: A Fresh Approach to Employee Hygiene Issues
By CEDR HR Solutions Let’s face it—personal hygiene issues are a stinky subject to handle in the workplace. From ...
Posted By Madilyn Moeller, Wednesday, November 3, 2021
By Terri Ross, APX Platform
You only get one chance to make a first impression; this is especially true when it comes to onboarding new employees and structuring your new employee orientation.
In fact, the number one reason employees leave within the first 90 days is because they don't feel like they were properly trained to do the job for which they were hired.
Your team is among the most important assets of your medical aesthetics practice. Building a top-notch team of well-trained, skilled, competent and solution-oriented employees with a passion for the industry and their job doesn't happen by winging it—it begins with carefully planning and executing an informative, comprehensive and well-conceived new employee orientation.
According to APX Platform Director of Client Success, Dana Hatch, "Having a consistent pre-boarding and onboarding process in place and a structured new employee orientation sets the tone for the entire employee experience. You cannot expect your employees to do what they never are shown how to do. If you throw them into chaos, then that is how they are going to operate, because it is what they'e come to expect your company to look like. If you want things to run smoothly, you must have a smooth and methodical process. If you want your employees to go further faster, you must have a system and structure in place, be able to communicate the plan and have all the materials to support them, so that they can be up and running in 30 days vs. 90 days."
When a new employee is hired, they are usually eager to become a successful part of your team. Their initial experience with onboarding and orientation can make or break their future success and get them started on the right foot, which in turn helps with employee retention rates.
According to the Society of Human Resources Management, organizations with successful orientation programs retain 69% of their employees for three years and experience 50% more productivity.
So, let's break down the onboarding process into several phases.
Pre-boarding is the process of developing a bond with a new employee prior to their official start date. This is a great way to start building the relationship and setting the tone for the culture of your practice. Here are some ideas for pre-boarding:
Welcoming new employees is a collaborative effort. New-hire orientation is a formal process to introduce the new employee to the practice's structure, vision, mission and values; review the employee handbook and highlight major policies; complete required employee paperwork; review pertinent administrative procedures; and provide mandatory training. This process can overload a new employee with information and is usually best done over the span of a few days or a week, if possible.
On the First Day:
Meet with the new hire at the start of their first day of work to complete new-hire paperwork, prepare keys and ID cards, and review benefits and payroll information. Preparations should be made in advance so that the new team member:
Within the First Week:
Schedule an orientation meeting. Typically, these are one full day and include training in the following areas:
Human Resources
Safety
Key Administrative Policies
Department Overviews
Sales, Finance and Operations
Time spent completing new-hire paperwork and time spent in the orientation meeting are considered hours worked. Each employee's time card should reflect the time engaged in the orientation program as paid hours and should be coded appropriately.
"Employee orientation and onboarding is not a 'one and done' task. For any orientation program to be effective, follow-up is an essential component," Hatch says. "New team members often feel vulnerable and uncertain during the first 30 days of a new role and are aware of how much they don't know yet. Consistently meeting with new employees and giving them regular feedback as well as letting them know you are available to help them along the way is critical. We recommend a 30-day post-hire check-in meeting to make sure expectations are being met on both the employer and employee side of things."
Here are some tips for following up:
Reboarding
Whether employees have been in their position for a long time, are returning from an extended leave or receive a promotion, "reboarding" refers to updating the employee on current policies and procedures, acclimating them to company goals, new equipment, procedures, products, or anything that has a direct effect on their role and their success. Investing in reboarding can lead to increased productivity in a shorter time frame and allow employees the time to reconnect socially and emotionally to their teams and work, resulting in stronger engagement and job satisfaction.
Reboarded employees already have knowledge of the practice's culture, benefits and administrative processes. So, the success of reboarding relies mainly on the manager. The Reboarding process is often overlooked and can result in an employee not feeling valued or part of a growing team.
If this blog resonated with you and you know this is an area you can improve to level up your team, visit www.apxplatform.com. APX Platform contains robust training courses and masterclasses in sales and finance; soon, we will be adding operations and much more. Click here to book a demo.
AmSpa Members receive 5% off the APX platform and 10% off one-on-one consulting. Click here to learn more and join AmSpa today!
Founded in 2021 by renowned practice consultant Terri Ross, APX (Aesthetic Practice Accelerator) is a business intelligence and employee training platform that transforms an aesthetic practice into a data-driven business. APX combines five powerful modules into one easy-to-use cloud solution that optimizes employee productivity via on-demand sales, finance and operations training courses; translates EMR/practice management data into actionable KPIs via financial calculator templates and industry benchmarking; and provides ongoing business coaching and mentorship via live coaching sessions with Terri Ross and her team.
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