Growing and developing your nurse practitioners (NPs) and physician assistants (PAs) into knowledgeable professionals is hard work. Growing your practice into a well-respected organization is even harder.
But that doesn’t mean that you have to do both separately.
Taking care of your staff’s needs and helping them develop in ways that further propel their own careers helps your practice grow in tandem. At NPPA Recruiters, we know good talent when we see it, be it medical practitioners or practices. That’s why we offer our services to find and place talent into well-respected practices like yours.
However, sometimes it is best to remember the basics that made your practice successful. Keep the following facts in mind when developing young minds to best serve your practice.
Show Your Nurse Practitioners and Physician Assistants That You Trust Them
Patients trust their NPs and PAs to properly take care of them, and in terms of your practice, you should too. Providing them with some level of autonomy and trusting them to do the right thing for your practice are the first steps you can take to help them grow.
Also, trusting your staff is a trait that many practices share nationwide. When you trust your NPs and PAs, they – in turn – help to build client trust in your practice. The stats agree with the previous statement. In a study conducted by Interaction Associates, 82% of employees cited trust in their superiors as vital to their job performance.
When employers build trust with their staff by exercising transparency, engagement, or even realistic job previews, not only is staff more likely to stay at the practice, their productivity and morale thrives as well. If your employees trust in your practice, they won’t seek out other practices for employment opportunities.
Pair Your Nurse Practitioners and Physician Assistants With Mentors
Pairing an experienced nurse practitioner/physician assistant with a new practitioner facilitates a learning environment. A mentor can also act as a confidant during times of uncertainty. When a new practitioner has a question or is uncertain about a certain diagnosis, a mentor adds another safety net. This creates a productive, professional relationship that helps new employees learn while offering encouragement and support in their budding careers.
One of the underlying benefits of mentorship is the ability to adapt and stay better informed. This is especially handy in the medical field where diagnoses and remedies can easily change. According to research, the benefit of solid development opportunities also decreases employee turnover rate, saving your practice time and money that would be spent training another new practitioner.
Create a Development Plan
Developing goals for employees in the medical field is a lot more than measuring metrics. While a supervised patient-nurse practitioner session can give you some of the results you seek in real time, there are more efficient ways to go about gaining information.
A patient satisfaction report is a great way to get current information on your nurse practitioner or physician assistant regarding their performance. It involves simply asking the patient(s) how they feel about their practitioner’s performance.
You can also go a more formal route—and save a lot of time while you’re at it— by issuing outpatient satisfaction comment cards that document the information of your NPs’ and PAs’ performances. You can collect each of them from your patients and document them later.
If your new practitioner has a mentor, you can also ask the mentor on the new practitioner’s diagnoses knowledge. Then there are Relative Value Units, a productivity point-based system that aids to score productivity levels of healthcare providers. These range from certain aspects like frequency of patient visits to services that they can provide. As an employer, you can track these points closely, seeing how much value in services and revenue your NP or PA makes.
Once you’ve gathered all of the necessary data to make your conclusions on your employee’s job performance, you can issue out proper development plans to steer them into the direction they need to go, providing both a benefit to them and your practice.
Align Your Employees Goals with the Practice’s Goals
Communicating your practice’s mission in a clear and consistent manner gives employees a strong reference from which they can create and set their own personal goals. But that’s not all. To be truly effective, the practice also needs to provide the necessary resources so that your NPs and PAs can attain these goals, much like the mentorship programs spoken about earlier to training sessions for specific skills.
Aligning your employee’s goals with the practice’s will build loyalty while boosting performance.
Recognize a Job Well Done
A crucial and often forgotten step when it comes to encouraging growth from your employees, and thereby the practice, is to acknowledge when your staff has done a great job performing their job duties. Acknowledgment reinforces loyalty to the practice, leaving your NPs and PAs feeling appreciated. Be sure to get their feedback sessions and reviews frequently.
Let NPPA Recruiters help you to grow your practice by finding you the perfect Nurse Practitioner or Physician Assistant candidate.
When it comes to striving for the excellence your patients deserve while increasing revenue for the practice, well-trained and developed nurse practitioners and physician assistants are key players that help your practice grow.
We at NPPA Recruiters are eager for the opportunity to place one of our trusted nurse practitioners and physician assistants into your practice. To learn more about the services we provide, contact us at (956) 772-1400 or (214) 351-3880 today!