Why Job Titles Are Important
You may have heard the adage about too many chiefs and not enough Indians. Or even the one about too many cooks in the kitchen. But the value of assigning job titles and promoting employees often goes unrecognized in most practices.
In fact, assigning job titles to your employees will add a new level of loyalty and dedication to your practice by instilling a sense of drive and purpose in your staff. It will also avoid the chaos caused by people who don’t understand their job functions and who assume responsibilities that belong to others.
While job titles, such as office manager or front-desk supervisor, confer added responsibilities, the positions serve to motivate employees to produce at greater levels.
Newly promoted employees in positions of responsibility exude a sense of pride and confidence.
How Titles Help Shape Job Performance and Individual Character
Daily office work – and life itself – can get busy and stressful at times with many conflicting demands. Exceptionally busy times can cause confusion or disorientate otherwise focused employees and lead to problems at your practice.
High levels of stress during busy times can reveal personality and character flaws and dispositions in your employees you wouldn’t witness during slow times, which will help you with successful staff development.
Here are several behavioral patterns that sometimes become apparent in the heat of intense moments:
- Employees afraid of strong or assertive personalities, try to undermine more successful co-workers.
- Bullied or timid employee begin to exhibit feelings of unworthiness or inability to succeed.
- Employees fearful of losing their jobs or their positions develop unhealthy and foreboding senses of doom and despair.
Granting job titles helps organize your office to function more efficiently and effectively and overcome character defects in potentially successful and productive employees.
Promotion Invigorates and Encourages
Here’s an example: Promoting an insecure receptionist who has exhibited excellent time- and resource-management skills to front-desk supervisor helps imbue the employee with confidence and the drive to develop and direct her talents even further.
The promotion also carries over into her private life; she learns to recognize her value as an individual and as a worthwhile contributor to your practice. She also develops a greater sense of appreciation for the trust you’ve shown her. Her self-esteem grows, which translates into greater production on the job.
Promoting or assigning designated titles to employees helps reinforce their purpose in your practice. Employees who hold clear, definable titles take pride in their positions and gain a keener understanding of their professional function. Staff members who understand their missions are better equipped to succeed and contribute to the development and expansion of your practice.
Good employees – especially those who are unsure of themselves or lack confidence – develop into strong, stable, loyal leaders whose positive attributes arise from the trust you’ve given them.
Employees who are unsure of their positions, titles or job functions – or who are constantly being moved from one job to another – become suspicious and sometimes derelict in their duties. They eventually develop into sloppy, frustrated employees who begin to lose interest in retaining their jobs at your practice.
Learn to Trust Your Leaders
Allowing staff at your practice to assume greater levels of responsibility requires you to develop higher levels of trust in their abilities. Lack of trust puts a significant drag on your practice and ultimately threatens to restrict its ability to expand or survive. It’s also not good for your health.
We as chiropractors don’t need to fear our employees, their personalities or their intentions. For the sake of our practices, we must develop the confidence in ourselves to hire the best people and to train our employees to perform their jobs in the most efficient and productive manner.
The best way to build and expand a successful practice is by following some common-sense steps to staff development:
- Recruit and hire qualified people to fill positions at your practice.
- Conduct thorough training by providing your new employees with the materials and the resources necessary to do their jobs.
- Make their job titles official. Ensure your employees understand the roles they’ll be assuming at your practice and the functions they’ll be performing.
- Help and guide them in understanding how your office works and their individual job expectations.
- After you’re confident they’re able to go solo, step back and allow them to do their work.
Building a strong practice requires you invest in your staff in a responsible and professional manner. Learn more about the secrets to successful staff development by getting the executive report for free HERE