Studies have demonstrated that office culture and the relationships developed between staff play a major role in job satisfaction and employee stability. In an interview with Forbes, author of Hiring for Attitude, Mark Murphy, talked about his research that looked at 20,000 new hires and found that a majority of the 46% of failed hires were let go because of poor attitude and mismatched culture. Not lack of skill.
When you experience staff instability and high employee turnover, your bottom line is most certainly going to feel the impact. The investment that you dedicate to train and develop every new employee is significant. Studies from the Society for Human Resource Management estimates that cost to be in the range of six to nine months’ salary on average. For a salaried employee earning $40,000 a year, that ranges from $25,000 to nearly $34,000 in recruiting and training expenses. For management and executive level employees, these numbers can be much higher.
Considering these findings, it’s obvious that office culture and maintaining a healthy office environment should play a major role in your operations. Increasingly, our recruiters speak with candidates who want an office that motivates them in a position by supporting their passions, professional goals and personal satisfaction. An office that can support these motivations has the best chance of achieving longevity in employee hires and long-term commitment.
As recruiters, we encourage candidates to deploy strategies to investigate culture-fit with a potential employer.
- We encourage them to ask direct questions regarding the open position. Why is the position available? What happened to the previous employee? Where did he or she go? These types of pointed questions could reveal a lot about your organization.
- Second, we suggest talking to the broader community. If candidates have the luxury of investigating a company within the same region you serve, they’ll have plenty of professional contacts in the region that can help shed light on your business. It’s a good idea to jump on LinkedIn or other social media sites and do a quick search of your company and its employees to see what the broader public may be saying about you online. You’ll want to be prepared to address any concerns that a candidate may want to discuss. Pay attention to your practice’s Google results. In our digital world, there is plenty of data, reviews and general feedback on just about any topic you type in the search bar. Your business is no different. It’s likely that a quick Google search will dredge up all kinds of information, ratings and reviews. Whether it’s praise or criticisms that you find, you’ll want to be prepared to address each.
- Finally, we suggest candidates speak with a recruiter. Recruiters not only speak with hiring practices every day, we also speak with job seekers who are leaving the company in search of their next professional achievement. It’s likely that our recruiters can steer employees in the direction of companies that are best for their professional goals, but also represent a culture-fit. This benefits the employee, as well as a hiring practice.
How to Handle Negative Patient Reviews
Oct 7, 2021
Bad reviews are a part of the landscape in a digitally connected world, but they can hurt your practice and your ability to attract employees. What do you do if you get a bad ...
Optometrists & Ophthalmologists: Tips for Successful Mentoring
Jun 9, 2021
Being a mentor has many rewards, but like every other skill you have achieved in your career, it requires attention, the ability to adapt to a situation, and a willingness...
Breach of Contract: What Happens Next?
Jul 1, 2020
Most practices have some type of contract with associates. For the most part, these agreements work well. But sooner or later, you are likely to have an employee seek to leave...
Rebooting Your Practice After the Virus
Jun 11, 2020
The coronavirus pandemic has had an enormous impact on the eye care industry. We saw one of the biggest unemployment rates of any industry with thousands of jobs lost, but now...
Perks That Don’t Always Work
Mar 4, 2020
As a practice owner, you're probably already aware that you can save yourself a lot of headaches if you can retain good employees instead of retraining new ones. While employe...
Building an Employer Brand for Your Practice
Feb 19, 2020
Unless your practice exists in a place where there is virtually no competition, you probably already understand the importance of branding in terms of attracting new patients....
Alternative Holiday Celebrations That Will Delight Your Team
Nov 27, 2019
How times have changed. For some professional organizations, the big holiday party no longer has the same appeal as it did in years past. An open bar can present more legal an...
Hiring ETS Vision vs. a Broker to Find a Buyer for Your Practice
May 21, 2019
We’ve told you how best to prepare for the sale of your practice and hope that the processes we’ve outlined have helped you prepare. Now it’s time to sell and ETS Vision...
Expectations When Considering the Sale of Your Optometry Practice
Apr 9, 2019
When you know, you know. If you have been a practice owner for a significant period of time, you may have felt that proverbial itch to sell the practice, retire and pursue ot...
Infographic: How to Modernize Your Employee Review Practices
Jan 29, 2019
In today’s lean, fast-changing world, traditional business practices are being shaken up. One business practice that many companies are revisiting is the annual review p...