Being a practice manager for over two decades I have had the opportunity to learn and grow right along with my co-workers.

At times, it has been hard when I have had to say, “I am sorry, I made a mistake,” or “I don’t know what the best thing to do is in a situation.” Yet as I look back over these past years I think it is only because I have been willing to see my shortcomings or lack knowledge at times that my management skills have been able to grow.

Many times this growth was because I learned something from one of my co-workers. Encouraging them to speak up and give input on many important decisions that the practice was trying to make has made our practice better than we ever imagined. Their insight has been invaluable to the growth of the practice as a whole.

Some practices have suggestion boxes or do regular surveys with their employees to get insight into what is or is not working for them. Practices that encourage employees to share their ideas show employees that they do care and they want to hear from them.

When employees are given an audience to voice their opinions, concerns or ideas at work, they feel what they think matters. They also feel valued and become more engaged with the practice as a whole.

When a practice creates these types of feelings in their employees they are cultivating the most important relationships that the practice can have.  A practices number one asset are their employees, they can either make or break a business.

Employees who believe that management is concerned about them as a whole person - not just an employee - are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability. ~ Anne M. Mulcahy
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