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You’ve gotten to a point where your practice is successful. You’re in this in-between stage of where it would be good to hire someone to take things off your plate more because you’re finding yourself having to stay late to fit patients in. And it, it would be nice to be able to have someone see patients for you without you always having to be there.
But you ha you’re afraid that if you hire someone, what if they. They don’t stay. And then you have to start all over again. Or what if they, they end up taking, leaving, and then taking your patients with them. So this is Chen Yen, six and seven figure practice make-over mentor@introvertedvisionary.com. And your show your show host today of ChiroSecure and.
Let’s have a look at this because one of the challenges is I got this question from one of you saying who is to say a potential hire. Wouldn’t just open their practice next door after working for me. So let’s talk about. First three reasons to consider hiring, even despite this. And then let’s talk about what are some tips that practical tips that can allow you to have a practice where you have someone being able to see people for you and you can count on them and that they also really appreciate being a part of your practice.
And do you want to stay so first reason about why.
You’ve gotten to a point where your practice is successful. You’re in this in-between stage of where it would be good to hire someone to take things off your plate more because you’re finding yourself having to stay late to fit patients in. And it, it would be nice to be able to have someone see patients for you without you always having to be there.
But you ha you’re afraid that if you hire someone, what if. They don’t stay. And then you have to start all over again. Or what if they, they end up taking, leaving, and then taking your patients with them. So this is Chen Yen, six and seven figure practice make-over mentor@introvertdivisionary.com and your sh your show host today of ChiroSecure and.
Let’s have a look at this because one of the challenges is I got this question from one of you saying who is to say a potential hire. Wouldn’t just open their practice next door after working for me. So let’s talk about. First three reasons to consider hiring, even despite this. And then let’s talk about what are some tips that practical tips that can allow you to have a practice where you have someone being able to see people for you and you can count on them and that they also really appreciate being a part of your practice.
And do you want to stay? So for. Reason about why to consider hiring anyway, even if you might be concerned about how someone might just come in and see patients and then end up taking your patients with, from you now, if you let this concern hold you back then it’s and it’s going to be. To where, you might, maybe you don’t feel the pain as much right now.
Maybe you’re still able to handle seeing patients in juggling different hats, but at a point in time, you’re going to reach. This point where it’s going to wear you down and what will happen if you go on vacation, will your patients still be served in a timely way? Are, is money still coming in the door?
So at a certain point in time, you’re just going to hit that tipping point where it’s going to be really painful. So if you’re already thinking about hiring someone, then it’s a good time to be thinking too, to be actually a righty, looking for a good house. And then now a second reason about why why to consider hiring, despite being afraid of this concern of what if people, they’ll just leave or what if they take patients from me and also it’s we can’t control.
We can’t control what, whether someone else will leave or open up their practice, you know what, but what we can control are few things that can help support them, wanting to stay. For example, one reason why and an associate or new hire may not stay is because maybe you’re not busy enough. One of the most challenging things is for someone to have decided to work at your practice, come in and perhaps even be provided with the vision of being able to see patients.
And then it’s it’s really slow for them because it’s not very fun to to sit there and then not be getting patients. And so this is where do you have a system in place that supports getting new patients? Do you have a system in place that even if it supports you getting patients right now enough for you, do you have an approach that’s that is going to be effective to bring in patients in a greater scale, like more number of patients and even consistently to be able to.
How have your associate be busy? So that is one thing. Another thing that you can do also in, in is one of the biggest mistakes, a lot of chiropractors. Is hiring them, but then not necessarily fielding them patients as quickly as you could be, because it can be really common to feel like I, I I S I want to just give my associate a little bit at a time, and then if I still need to be able to make enough revenue.
Yeah. In the practice to sustain myself. And so it, I’m just going to make a lot more money by continuing to see them myself. So maybe I just only feel my, my associated a little bit a small number of patients. And so that is, is ends up being limited thinking, because what happens again is if you’re the new hire, you just hired.
Again, twiddling their thumbs, they get discouraged, or maybe they start to look for another job to also work at or so another practice and then ends up splitting their time between yours and someone else’s and, or does even if they, you are paying them on salary it can be, it’s not, they don’t get started off as quickly.
And just keep that in mind. How can you get, how can you feel your patients over to your you’re a new associate and that goes back to faster. And that goes back to you likely having more confidence with that. When you have a steady flow of patients, like a system that actually brings in a steady flow of patients in the door beyond what you’re typically used to do you have that in place many times when we work with our clients, they come to us for exactly that because they don’t, Been able to be really busy up until this point but don’t have the system that tried and true system to support getting even additional, more new patients.
So another thing that you could do is, to actually inspire an associate, to want to stay. And it is too. And also actually in terms of actually before I bring that up, the fear of how you might be concerned that people like an associate would leave is how do you deal with that rate is one, one thing is also to put systems in place so that because we cannot control whether someone will leave or not.
Can we. Circumstances might change. Maybe they something changed in their family situation or had to move and the things can always come up. But if you have solid systems in place that can easily train someone new to, to slide into the roll smoothly and effortlessly, then you don’t have to be as worried about turnover.
So do you have systems or are you creating systems? Right now that I can support that. And so that’s also important. And the other thing is how can you create a culture that makes people want to stay? Just as someone. May want to leave. There’s also just as someone who would love to be about the culture.
It be love to be a part of a practice that has a wonderful culture. And what is the culture that you’re creating in your practice? Do you really have a culture that fosters everyone to whoever works for you to really. Want to work for you and want to be a part of something bigger. So do you, are you really clear about what your vision is and what is your mission?
Are you aligning your whole team, including your new associate to be excited about that? Because those are the things that people stay for. And so that’s also really important. And then how is your clinic communicating the. Credibility of whoever you hire associate wise, how is your clinic communicating their credibility to your patient base and to your new potential patients?
So for example, I know a. A chiropractor, who, who was working at he ended up becoming an associate as part of the practice. And there are a few practitioners who work there who are not just chiropractors, but, and, but also chiropractors. And he said that, the receptionist, the way that the receptionist was talking about him, it didn’t really seem like it seemed for one, it seemed that person wasn’t really Showcasing, truly the credibility of this chiropractor and encouraging people to book with this new chiropractor.
So that becomes important because what is the confidence that you’re giving your potential patients? What’s the confidence you’re giving your existing patients and in having this new associate actually see them. Now as far as so we just talked about two main reasons why you should consider hiring, even if you’re concerned about whether they would just, if they might just leave and maybe even be afraid of them leaving and taking patients from you.
And so the, one of the reasons. To consider hiring someone to help you anyway, is let’s say someone does end up opening up their practice elsewhere. So what, there are people there’s enough people living in your area. There’s enough people to go around an area who could use chiropractic and there are going to be some people who resonate with So someone else, and then there’ll be some people who will much rather see people at your practice or you, so why worry about whether someone else’s is going to be able to help more patients now, of course, I understand what you might be thinking you might be thinking well.
Yeah, but it’s a different story when I worked so hard to. To generate patients in my clinic to train this person and then they leave and then they take patients with them that isn’t doesn’t feel okay. So this is where you can protect yourself. And now in terms of. Non-competes and things like that.
Those are often sometimes harder to enforce, but what you can do is you can have it written in the contract, for example, that if they were to leave and then take patients with them, there’s there’s a financial agreement already in place that they actually sign. So that way you, that is more enforceable typically.
So having, and also having that Laying it out, even when the person is hired, not like hidden in the contract and you don’t talk about it, but rather just being upfront about it, I work really hard in the clinic too, to bring patients in and, as. Yeah, so that way, this is, if you end up, if you ended up transitioning with something, going, doing something different and maybe opening down a practice down the road at some point in time, then, and you end up taking patients with you that then that’s a loss for us.
We needed, I need, that basically having that worked into the agreement so that you’re protected. And so that way there, the financial agreement is entered into before that person becomes an associate in the practice. So now that you have heard me share one of the, some of the reasons.
To still consider hiring an associate anyway and not be afraid of how they might just leave and take patients with them and let that stop you from making this expansive growth in your practice, because the truth is that you are, you’re going to hit a point in capacity if you haven’t already, if you’re likely thinking about it, that you probably have.
Every level of growth, it’s normal to feel that fear it’s normal to, to be wondering, or maybe even being a little bit concerned, but you just need to have the things that we’ve talked about in place. For example, do you have a system in place that supports generating new patients at a more, more consistent flow of patients beyond what you’re used to?
Do you have systems in place that also support getting the. Trained and and do you, are you creating a culture that people want to be really be a part of? And and so the next thing you’ll need is then to also be able to find that associate, right? Because if you’re attracting the wrong hire, then you might have a greater chance of finding yourself in one of the situations where you feel like there’s turnover or you feel dissatisfied in that can think.
So that’s really important. Yeah. Azure growing to this next level. How do you attract the right associate? How do you find the right hire right now? So I actually am happy to give you access to a free masterclass and half your hiring time toolkit that you can easily incorporate with. Your practice to help you start to go in that direction of being able to free up your energy and free up your time more and have the practice help more people while making more money in your practice without you always having to be there.
So you’re welcome to go to www.halfyourhiringtime.com forward slash. Toolkit again, it’s www.halfyourhiringtime.com forward slash toolkit. So click on the link when you will actually we’ll put it in below two and click on it and then get yourself to have your hiring time toolkit. Also benefit from the free masterclass where I share things that are, I basically have seen that isn’t really taught out there that has made a big difference for a lot of our chiropractor clients in attracting finding the right hire and also fostering their new hire so that they would want to stay.
Look forward to you growing with and enjoying being able to help more people without you always having to be there. And to you waking up the planet.