Where’s My Raise, Boss?

Many employees in healthcare stay in the same position for years. Despite being at the top of their pay scale, they may still expect increases in pay, which leads to them asking you, “Hey, where’s my raise?!” In this episode of Your Practice Ain’t Perfect, I’ll give you examples on how to handle maxed out employees looking for more compensation.

2017-10-20T16:34:31+00:00

3 Comments

  1. Shirley October 24, 2017 at 9:18 pm - Reply

    I absolutely agree. Salary ranges change frequently. Utilize resources to determine the latest market salary range for that position. I am sure you will find that it has changed over the years and compensate your deserving staff appropriately.

    Thanks for your insight, Joe!

  2. Patti Hieb October 24, 2017 at 10:06 pm - Reply

    Joe:

    Maybe I didn’t give the whole story. Employee HAVE been given a lump sum at their anniversary in the past. It’s just not an hourly increase. Also, the practice pays for lunch 1 day a week, they receive $500 at Christmas time TAX FREE- they net $500 and the practice pays for 80% of their insurance premium. The physicians also pay out of their own pocket to take the staff to a ball game in the summer in a suite where ALL expenses paid and a Christmas party both including the coworker and guest. The physicians have not received a raise either. We are struggling as an independent practice which is why there has not been an hourly increase. We can certainly take the “perks” away to provide an hourly increase which is probably my next step as far as calculating the cost and see how much wiggle room that can provide.

  3. Joe Mull October 25, 2017 at 11:46 pm - Reply

    Hi Patti – converting these assorted extras into an hourly increase might be the way to go. At the end of the day the employees haven’t seen a change in their pay in 5 years. While I’m sure they’re grateful for everything you’ve outlined, that’s still a tough perception to overcome. Especially because I’m certain your employees don’t view those “perks” as compensation, but rather as an expression of gratitude. My advice: ask them. Pull everyone together, present the whole picture to them, and ask for their input. Find out if they want those special things to go away in favor of a pay increase. Be transparent about your intent but also upfront about the financial realties your group is trying to navigate. Good luck!

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