New Employee Training
Once you have hired a new employee, you'll need to train that person. How long and detailed should the staff training be? Certainly, an employee can be a "self-starter," but you will need to provide direction so the job is performed the way you want it to be.
You probably discussed job accountabilities, as well as your expectations and goals during the interview. You'll want to expand on these topics when your new employee starts work.
For example, in discussing accountabilities, discuss to whom the employee will be reporting, what training will occur, and when the training will be completed.
Discuss job accountabilities listed in the job description and what you expect from the employee. For example, if you want your employee to be performing certain functions by a specific date, make sure to state that. Help your employee become part of the team by sharing your goals for the position and for the practice.
You may also choose to explain the roles and responsibilities of other staff members so it’s clear who does what.
Make sure your new employee receives all the necessary paperwork on his or her first day, and provide your new employee with a deadline to complete the forms (usually within a week). These may include tax withholding forms, patient confidentiality agreements, and paperwork to initiate benefits, if you offer them.
You'll also want to explain any important practice policies, such as those relating to patient confidentiality and compliance with HIPAA.
New employees should also receive information about required sexual harassment training – how it’s handled and when it must be completed.
During a new employee's first few days, set aside time to review your office manuals. These manuals are important because they help alleviate confusion and conflict in your office. Your employees can refer to the written materials and will be less likely to have frequent questions about the details of the job. Ultimately, this will save you time, allowing you to focus on other aspects of your practice.
Although it may seem like the new employee is catching on, plan to meet with him or her every day for the first two weeks. The time you spend now with your employee can save hours later.
As each employee is different, determine the amount of guidance the new employee needs.
After the initial two weeks, check in with your employee once a week. Ask your employee not only about his or her job responsibilities, but also about the employee's "fit" within the office.
Within 90 days, your new employee should be essentially trained, and within six months, fully up to speed. But don't forget about ongoing training and resources to help your employees.