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Employee Discipline:
Six Key Steps to the Process
When you see the term "problem employee," what comes to mind? Perhaps someone in your practice makes negative comments about virtually every situation, whereas someone else may disappear whenever an unpleasant task needs to be done. Or, maybe someone believes he or she has the correct answer for every situation, and doesn't follow procedure when it conflicts with what he or she thinks is appropriate. While every practice will have a different version of a problem employee, nearly every practice has at least one such person to deal with.
When an employee acts in an inappropriate way, how should it be handled? When is disciplinary action warranted? Here is a six-step process.
This Article is featured Today's Veterinary Business
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Employee Personnel Files & Records
What type of employee records do you have to maintain? How long do you have to retain copies of various employee records? Are there certain documents you need to save longer than others? Can you keep all employee records in one file? Should medical doctor notes or I-9 employment eligibility documents be kept in the employee's "personnel file"? What about payroll and tax records? How about correspondence and records generated during an internal investigation? At what point can you start destroying records? When and how must documents be destroyed? Are there specific laws pertaining to document shredding?
The simple answers to all these questions are..... there are no simple answers.
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Ryan is a 4th year student at UC Davis School of Veterinary Medicine and has a strong budding interest in business and practice ownership. He is an active member in the school's Veterinary Business Management Association, and also served as the Class of 2018 SAVMA Representative. He has always envisioned working in general practice as a family veterinarian but after being in VBMA and taking UCDSVM's business course, the idea of practice management has become particularly appealing. His current business interests include marketing, budgeting, behavioral economics, and the current state of student loans. He looks forward to keeping any practice that he works for on the cutting edge of veterinary marketing. He also believes that in the current volatile state of politics and lawmaking it has become all the more important to monitor legislation impacting the veterinary industry. When he's not on a shift at the teaching hospital, he enjoys spending time with his fiancée (who is also a 4th year student at UC Davis). His hobbies include playing soccer and football, watching movies, and being a San Francisco 49ers fanatic.
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It's hard to dispute that strong leadership is important, so how can this readiness gap be filled in? Here are eight strategies from Monday Morning Leadership by David Cottrell.
Drivers and Passengers
Are you a driver - or are you a passenger? Drivers must keep their focus on the road, whereas passengers have more freedom to goof off. And, to be a good leader, you must become like the driver with more responsibilities and fewer freedoms. As a manager, for example, you must oversee people, and you should not complain about company management. Plus, as a strong leader, you should never look for someone else to blame. That causes you to focus on the past, whereas fully accepting responsibility permits you to focus on today, on now, to move forward and to plan for positive change in the future.
Here's the bottom line. You can't always control a situation, but you can control how you respond. Yes, there are struggles in management, but there is no point in feeling sorry for yourself, because that's a total waste of time.
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