In a recent study, almost 30% of employees reported that they had not received any recognition over the last year. Atrocious! Leaders who tell their employees that they appreciate them are perceived as being better at collaboration and teamwork, accepting feedback, building relationships, and motivating staff. To improve morale, productivity, performance, client satisfaction, and employee…
Many Speech Language Pathologists in private practice are people pleasers, overworked and under-resourced. Disagreements about priorities, caseloads, workloads and feedback are inevitable. They can feel threatening and stressful. When threatened, many of us switch to “fight or flight” mode, making it hard to think rationally and professionally. We can implement strategies to interrupt this physical…
For Speech-Language Pathologists (SLPs) in private practice, professionalism has never been more important. Here’s why: “Professionalism” is a combination of knowledge, skills, trustworthiness, and altruism found in those who commit themselves to a life of service to others. Because of our knowledge and expertise, SLPs have social prestige, asymmetrical power over clients and families, and…
Retaining talented speech pathologists is both a top priority and challenge for most private practices. Practice owners can increase staff retention in several ways, e.g. with money, clear career paths and promotion opportunities, and by offering flexible work schedules, e.g. part-time and remote working options. An often-overlooked retention strategy is on-the-job professional development. It doesn’t…
9 questions speech pathology practice owners and supervisors should ask employees in one-to-one supervision sessions: If we could improve in any way, how would we do it? What’s the number one problem with our practice? Why? What’s not fun about working here? Who’s doing a great job? Whom do you admire? If you were me,…
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