Medical practice management: onboarding new employees

Effective medical practice management means looking after your employees, right from the first day they join the team. The right onboarding process can get your new superstars off to a flying start, make them feel welcome and even help with staff retention. 

First impressions are important when you have a new team member – a poor onboarding experience may lead to lack of motivation and ultimately, a high staff turnover. On the other

hand, a good onboarding process can help your new employee feel valued and help them integrate better into the company and culture. Onboarding shouldn’t stop after the first week either, a good onboarding process covers several months, or even up to a year, until the employee is confident in their role.


Here are some medical practice management tips for creating a great employee onboarding experience.

Before the employee starts


If you want your employee to feel welcome from day one, you need to start preparing beforehand. This includes announcing them to the rest of the team, getting any paperwork ready and making sure their workspace is organised and set up for them. Don’t forget to set up their access to your software and IT systems, email address and add them to any distribution lists and messaging groups. 


Having everything ready when they arrive will help your new employee feel more welcome and show them they’re a valued member of your team. 

On their first day


Your new starter is probably feeling nervous about their new role, so make sure they feel welcome. Here are a few things you can do to help them settle in:


  • Give them a point of contact when they arrive, so they know where to go and who to ask for.
  • Show them around the practice, including the kitchen, toilets, break room and their workspace.
  • Organise an opportunity for them to meet their team socially – lunch, coffee or afternoon tea are all good options.
  • Structure their first day and week. It’s a good idea to schedule in some activities for your new hire for their first week or two – including training, one on ones with other team members and induction sessions where needed.
  • Make their expectations clear. Let your new hire know what you want from them, what their role involves and how their performance will be measured – this helps make sure everyone is on the same page right from the start.

First few weeks


Once they’ve started to settle in, make sure you schedule regular check-ins with your new hire. This will give them a chance to ask questions, voice concerns and make sure they are happy in their new role. It’s never a good idea to leave a new employee to figure things out by themselves – they can quickly become demotivated. Even once your employee is

established, it’s still a good idea for them to have regular one-on-ones with their manager or supervisor. Some experts recommend onboarding continue for the first year.

By taking a bit of time to create a positive onboarding experience, you can help your new employees settle in faster and set them up for success. Happy, motivated employees are critical for good medical practice management, as they are more productive and will be less likely to leave. 



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