There is nothing more frustrating as a chiropractor or other healthcare professional than hiring the perfect employee only to have them leave or get fired two weeks later. The emotional upheaval coupled with the drain on your wallet is not only inconvenient – it kills profitability!

If there was a way to limit “revolving chair syndrome” would you take the steps? This article will examine the most common reasons for job dissatisfaction and employee turnover. At the end of the article, you will be given an opportunity to examine your own staff and job descriptions.

Some of the Most Common Hiring Mistakes

Number one is not realizing that a job has two components: a skill-set or task component and a behavioral component. 99.9% of health care providers hire for the task and not the behavior. 99% of healthcare employees get fired for the behavior. This doesn’t seem like a productive use of anyone’s time.

Let me give you an example. The receptionist position requires skill-sets (tasks) of using a phone, appointment book, and computer and multi-tasking. When you hear a potential receptionist worked in another office and has this experience, you’re likely going to offer them a position. Most employers fail to realize that the front desk also requires certain behavioral skills, like punctuality, being a “people” person, having an optimistic outlook, being warm and inviting, and total customer-centric communication skills.

If a job could talk it would explain exactly what behavior is necessary to achieve over-the-top performance. Performance that will make you money and have patients referring friends and family to YOUR office.

Hiring mistake number two is not investing time and money in the hiring process. Many healthcare providers are short-sighted when it comes to investing time and money in their practice. Think about a Fortune 500 company. They understand that employee turnover is wasteful and kills time, energy, and profit. To prevent this waste, they invest time and money in programs that ensure they hire right the first time and that their employees stay for years, and years, and years.

Here’s the really cool news! Learning about your behavior style through a DISC Assessment will not only help you with your employees, but it will also help you communicate better with your patients. Do you think knowing and understanding your patients’ behaviors will help you motivate them to take your treatment recommendations? If you answered yes, you are correct. That’s why our client’s average PVA tops 55. Their patients come to them happily and willingly because they understand the big picture of health. No scare tactics, seduction, or coercion is ever used.

Sound Exciting? Imagine if you knew the exact language and style that your employees used to communicate. This gives you tremendous power as an employer AND as a sales professional! Fortune 500 Companies have been using DISC assessments for years. Now, the playing field is leveled and you can compete with the big boys. In fact, you can even surpass them by gaining a deep, rich understanding of DISC.

About DISC

1. Disc is the universal language of behavior (Disc means Behaviors)
2. Disc is the universal language of how you do what you do
3. A person’s behavior style or DISC is not what makes them good, bad, right, or wrong
4. It’s not what style you are – it’s what you do with your style

Implementing a DISC assessment means understanding the three Objectives of Behaviors. These are:

1. Identify and understand your style
2. Identify, understand, and appreciate people who have different styles
3. Develop a process to communicate with different styles (learn how to adapt to other’s styles)

It’s important to stop at this point and mention that DISC does NOT measure:

1. Intelligence
   1. Motivation
   2. Skill
   3. Experience
   4. Education
   5. Training

   Defining the Language of Disc

   What does DISC stand for?

   1. D=Dominance – how you address problems
   2. I=Influence – how you handle situations involving people
   3. S-Steadiness -how you demonstrate pace and consistency
   4. C=Compliance – how you react to procedures and constraints

   How can you monetize knowing your communication style? How can you monetize knowing your behavior style? How can you monetize adapting your style to your employees’ style? More to the point, how can you monetize matching your style to your sales prospect’s style?

   Click the button below to learn the answers to these questions and get a DISC assessment/business profile today!