8 Tips To Help You Publish Better Post To Your Medical Practice’s Facebook Page

Are you looking to improve your practice’ Facebook Page? Want to give it a little boost? Perhaps engage parents more, get more fans or add value to your community?

Well, you are in luck if you answered yes to any of those questions.

Below are eight suggestions you can implement today to leverage your practice’s Facebook page.

Salud Pediatrics Facebook Page Screen Shot1. Keep it short.

First things first. People like to scan on Facebook. Keep your writing short for better responses.

2. Use Images. Preferably big and beautiful images

According to Facebook, posts with eye-catching photos and videos stand out in the News Feed, which makes it more likely that people that follow your practice’s Facebook page, like, comment and share.

But don’t get too hung up with the quality of the pictures. Your images do not have to be shot by a professional photographer or a fancy camera.

Dr. Betancourt with Dr. AUsing your phone or a point shoot camera is usually good enough to create a compelling picture.

Examples of photos you can take to go along with your post are pictures of your staff working. O perhaps pictures of one of your docs doing something goofy (shouldn’t be hard to catch a pediatrician doing something goofy). You can also consider featuring a services your practice offers (i.e. mother support groups, parenting classes, etc).

Something as simple as a snail chart with a brief description of why vision screens are an essential part of the preventive wellness visit can not only draw engagement, but also serve as a less formal educational post.

3. Share exclusive content and info with Facebook Ads

The intent of Facebook ads is to offer special deals to customers to keep them interested and drive sales. I know…

Medical practices are not in the business of offering 2for1 deals. However, you can use Facebook Ads to promote the practice’s Facebook page or drive Facebook users to the practice’s website.

The idea is to expose your medical office to a larger audience. And Facebook ads is a great way to go beyond your group of fans.

4. Respond to customers in a timely manner

There is nothing worse than sending an email to a customer service email address and never hearing back from the company. Simply put, people like when you listen to them.

Facebook offers a unique opportunity in that one can engage with patients outside our practice’s four walls.

When you reply to posts and comments quickly, you will notice customers are more responsive, too.

5. Keep a calendar

When special events and holidays are on everyone’s mind, mention them in your posts. Planning and scheduling posts around important dates—like Valentine’s Day, Christmas, Halloween, Back-to-School season and more—means you will be more likely to get people talking.

6. Post for the right audience

Posts are more effective when the people who care see them.

If you have customers who live in different areas or speak different languages, you can create posts just for them.

Facebook Demographic ChartWrite a post and choose the locations and languages you want. When you publish your post, it will show up in just the locations or languages you picked.

7. Link them directly to your website

When you add a link to your post, it automatically creates an image from the website and a large clickable area that makes it easy for people to go to your site.

You can also customize the headline and description to give your customers more reasons to click.

8. Post more of what customers want

When you learn how and when your parents respond, you will be able to post more of what they love.

Keep in mind that posting on your Facebook Page is about quality—not quantity.

From there, you can post more of what they like, and avoid posting what they do not.

Lastly, to learn more about  “your audience,” make sure to check out your Facebook Practice Page Insights page. To Learn more about Page Insights, click on this link.


This post was adapted from a Facebook For Business article titled, Make Post More Effective


 

6 Simple Questions That Will Help You Understand Employee Satisfaction

We naturally assume we provide great work environments for our employees. I’m guessing most of us do anyway.  If asked, I’d bet most of you would say, with exception of one or two, most employees in my practice are happy with their employment.

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But can we be certain of this assumption? 

If you want to put your assumptions to the challenge (and you are brave enough to receive the feedback) consider asking employees these 6-questions:

  1. What is most satisfying about your job?
  2. What is least satisfying about your job?
  3. Do you receive enough training to do your job effectively?
  4. Do you receive adequate support to do your job?
  5. Are you satisfied with this company’s merit-review process?
  6. Does this company help you to fulfill your career goals?

Not All At Once

First thing first, don’t ask these questions during an employee review or ask them them in all at once.

The reason?

If you ask the questions all at once, or during a formal review, you are not going to hear the truth. Especially if it’s the boss that is asking. Employees will answer what they think you want to hear… which is, they are completely satisfied and this is the best job they have ever had.

 

How To Approach The Questions Then?

The best way to approach asking the questions, is by inserting them (or a variation of the question) during an ordinary conversation with an employee.

Here’s an example of how one could carry this out: When an employee comes to you in frustration because she is having a hard time accomplishing a project or task, it may be appropriate to ask: “Are you getting adequate support to do your job?” “Do you think you need additional training?”

Say you are in the lunch room and Nancy, your biller, is getting coffee. You may start out by making small talk and then ask, how are things going with the billing? Are you having any issues? Is there anything in particular that you are having a hard time with?

If the conversation lends itself and time allows, you may consider using a variation of the questions like this with Nancy. What’s not working well in the billing department? I bet that is your least favorite part of your job? What’s working well? If you could spend time doing only one or two things, what would those things be? Are those your favorite part of your job?

Intentional Engagement

There is one key factor that one must have in order to get the most out of this exercise. And that is, be intentional with your engagement. In other words, if one rarely has interactions with staff members or if the interactions are always “strictly business,” understanding your employees satisfaction is not going to be as fruitful as it otherwise could be.

If you manage a large practice, it is difficult to engage all employees. However, you can have this type of sincere and intentional engagement with direct report. And your direct reports should have it with their direct reports.

Results

By being intentional with these questions, not only will you gain a better perspective of your employee’s job satisfaction, but you will also have an opportunity to make employees feel appreciated and valued. Two emotions, by the way,  that are largely responsible for employee satisfaction.

 


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4 Remarkable Easy Ways to Get Employees To Meet Expectations

Humans have an uncanny ability to blame the circumstances surrounding them for their failures and short-comings. But when it comes to others, we place blame on their character.
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For example, if we see a parent yelling, tugging or being overpowering towards their child, we raise an eyebrow and pass judgement on that parent’s parenting skills.

But if we lose our temper with our kids, we justify it by saying, “Well, if you knew how challenging my kids are, you would understand.” Or ” I have to be like this because my kids don’t mind me.”

As managers of our organizations, we tend to make similar types of judgements. If we have an under-performing staff member, we blame their work-ethic, their poor motivation, their lack of interest, or simply say, “they just don’t get it and never will.”

When we, as managers, fall short, or make a mistake, we blame it on our underperforming employees, on patients not getting it or not understanding, or we turn the blame towards insurance companies, on being overworked or on the unrealistic expectations our bosses are putting on us.

With this in mind, I’ve started to take a different approach when employees are not meeting expectations.

1.- If you measure a fish by its ability to walk, it will be a failure. I think it was Einstein that said this; certainly not me. But the point is, everybody has their strengths, but if placed in a situation that is counter to their strengths, they will undoubtedly fail. So the question I ask myself is, have I done a disservice to the employee by placing them in a position they are not naturally good at.

2.- Instead of asking, why can’t they…. as a leader I ask myself, have I led them… There is a reason we are leaders of our practices. It is because we think differently, we see the big picture. Leaders are leaders not because of their titles, but mainly because of their character traits. Thus, asking employee to think and see the way we think and see things is often unfair. Thus, we need to first make sure we lead them to understand rather than expect them to understand.

3. – Stop assuming people should know. There is a funny story about a wife that complains to her husband that in their 25 years of marriage, he hasn’t ever told her that he loved her. The husband replies, “I told you when we got married. I’ll let you know if it changes.” Staff members need to be reminded often, not how to do their jobs, but reminded of the practice values, the practice’s purpose, the culture and why is it we do what we do. And for who we do this. We should not assume that just because we said it once, they don’t need to hear it again.

4. – Then of course there is, when all else fails. Some people are simply not a good fit. You know that. And you know who else knows that? The entire staff. Keeping an employee that doesn’t belong is also a failure of leadership. I struggle with this the most because I don’t usually have the guts to let people go. So I do what is the most comfortable thing to do for me… complain about how employee Z is just not getting it.

Complaining is easy. Confronting is uncomfortable (to most people of course. Many thrive on confrontation). But deep down we know that by not addressing the issue directly, we are failing the company, all the other employees, and the employee in question.

Next time you are facing a challenge with an employee, take a moment and reflect on how you are viewing the challenge. Ask yourself, am I blaming others, or circumstances surrounding me; am I blaming it on the person’s character traits? Am I  finding all the justifications I can think of and working to hard to explain to others why it isn’t working out?

Or are you looking inward to understand if the problem is actually a leadership problem and not an employee problem?

As leaders of our practices, our default is to not see the failures of our leadership (why would we, we are “leaders”), but rather default to see the failures of our employee’s character, work ethics and motivation. Heck, this is most people defaults regardless of title. “It wasn’t my fault, there was just too much traffic.” The reality is, you didn’t plan accordingly.

Something I need to work on for sure. I challenge you today to do the same.

Thanks for reading the blog.