Stop the Revolving Door - How to Hire, Onboard, and Keep Great People

Why this program?

You finally find the right person for the job. They interview well, seem eager to learn, and you think, “Finally! This is the one who will stay.”

But a few weeks later… the excitement fades, mistakes start showing up, frustration grows — and before long, you’re back to posting another job ad.

Sound familiar?

This endless cycle — hiring, training, and losing people — is what I call the revolving door. It’s exhausting, expensive, and completely preventable.

Course Overview

In today’s medical practices, hiring and retention have become critical pain points. Practices spend countless hours searching for the right candidate, only to lose them within months due to weak onboarding, rushed training, poorly set expectations and lack of connection.

This one-on-one coaching program equips practice owners and managers with the systems, tools, and mindset to hire smarter, onboard better, train effectively, and retain top performers — building a workplace where people want to stay, grow, and contribute.

The program directly addresses the costly cycle of turnover and provides practical, repeatable strategies to build a retention-focused culture.

Why This Program Matters

According to Gallup’s State of the Global Workplace 2025 Report:

• Only 12% of employees believe their company has a good onboarding process.
• Organizations with excellent onboarding see 33% higher employee engagement.
• Employees who experience exceptional onboarding are 2.6 times more likely to be extremely satisfied with their company.

For medical practices, this means every poor onboarding experience contributes directly to turnover, low morale, and decreased patient service quality.

Who is This Program For

• Designed for: Practice Owners, Office Managers, and Team Leads overseeing hiring and staff development.
• The better we can set up our systems to onboard and train with clear communication, systems and processes the better our practices will run, the happier and more satisfied and engaged team members will be.

Program Format:

• Four 90-minute one-on-one coaching sessions via Zoom. Set up prior to starting program 1-2 weeks apart. To cover information in specific session content and develop protocols for office implementation.
• Sessions are recorded for future use and training reference.
• Fillable templates and checklists
• Session handout workbook
• “BONUS” Two additional 30-minute sessions upon completion of program to help customize onboarding/training plan for their practice.

Learning Objectives by Session

Session 1 – Interviewing for Fit and Future

• Identify the right candidate through value- and culture-based interviewing.
• Design structured questions that reveal motivation, adaptability, and commitment.
• Avoid hiring pitfalls that lead to short-term employees.
  Tools: Interview Evaluation Form, Culture Fit Checklist.

Session 2 – Onboarding That Inspires

• Learn what “exceptional onboarding” looks like and why it matters.
• Design a 30-60-90-day onboarding roadmap that engages and empowers.
• Establish first-week systems that create belonging and clarity.
  Tools: 90-Day Onboarding Template, First Week Agenda, New Hire Feedback Form.

Session 3 – Training for Competence and Confidence

• Develop a structured, bite-sized training plan that builds confidence without overwhelm.
• Train the trainers – teach existing staff how to mentor new hires effectively.
• Track skill mastery and performance progress.
  Tools: Skills Competency Checklist, Training Tracker, Trainer’s Guide.

Session 4 – Retaining and Re-Engaging Talent

• Learn how to conduct “stay interviews” to prevent turnover.
• Create meaningful recognition systems that reinforce engagement.
• Re-engage underperforming staff through clarity and coaching.
  Tools: Stay Interview Template, Growth Conversation Guide, Retention Action Plan.

Bonus Reset Track (Included at No Additional Cost)

Most practices don’t struggle with retention because they hired the wrong people — they struggle because onboarding, training, and expectations had to happen quickly during short staffing, growth, or post-pandemic transitions. The Bonus Reset Track was designed specifically for that reality.

This bonus gives physicians a practical, respectful way to reset expectations and re-engage existing staff without blame, disciplinary action, or starting over. Instead of losing trained employees and rehiring, the Reset Track helps you stabilize your current team, clarify roles, close training gaps, and restore accountability — all while protecting morale and culture.

For many practices, this alone prevents unnecessary turnover and saves significant time, money, and frustration.

• A structured Reset Checklist to realign expectations and responsibilities
• Leadership scripts to guide clear, professional reset conversations
• Reflection questions for leaders to strengthen communication and follow-through
• A Retention Action Plan to reinforce consistency after the reset

The Reset Track allows you to:

• Keep experienced staff instead of replacing them
• Reduce repeated mistakes and frustration
• Improve accountability without damaging relationships
• Get your team back on the same page — quickly and professionally

Resetting isn’t about going backward. It’s about giving your current team the structure and clarity they may never have received — so they can succeed moving forward.

Key Takeaways:

Participants will leave with:

• A structured hiring-to-retention playbook tailored to their practice.
• Onboarding and training systems that reduce turnover.
• Improved employee engagement and satisfaction metrics.
• A stronger, more loyal and capable team that supports long-term practice success.

Cost: $1595 (two people can attend for price)