Breaking the Silence: A Chapter Change for Associates?

What is performance management in osteopathy?

Performance management is like a roadmap that sets clear goals and expectations for associates. It involves regular feedback, coaching, and training, and provides an opportunity to assess an associate’s progress and identify areas for improvement.

When done well, performance management helps associates develop their skills, improve their performance, and achieve their full potential within their roles.

However, if not approached thoughtfully and constructively, it can create a negative workplace culture. Therefore, it’s important for principals to prioritise the development and growth of all associates through collaborative performance management.

The lack of performance management in osteopathy

In my experience, the lack of performance management is clear in the osteopathic profession and creates a number of issues.

For example, it can lead to an unequal playing field, where associates who are naturally better at certain tasks begin to excel including:

• Finishing patient notes.
• Writing referral letters.
• Reaching out to patients who cancel.
• Time management.
• Communication skills.
• Hands-on osteopathic skills.
• Helping with marketing and building business to business relationships etc.

While those who struggle to ask for or get help in those areas continue to fall behind. This can lead to unintentional resentment, a lack of team cohesion and ultimately associates wanting to leave.

Another issue is that many associates in osteopathic clinics feel undervalued and under-appreciated. They may be performing exceptionally well, but they aren’t seeing any tangible benefits from their efforts. Meanwhile, those who are struggling are left to struggle without the support and resources they need to improve.

Why isn’t performance management as common as it should be in osteopathy?

There are a few possible explanations:

• Lack of clarity: Often, clinic owners may not clearly communicate their expectations for their associates. This can lead to confusion and misunderstandings about what is expected of them.
• Fear of losing control: Some clinic owners may be hesitant to delegate too much responsibility to their associates for fear of losing control over their business.
• Limited resources: In some cases, clinic owners may simply not have the resources to offer more support or opportunities to their associates.

How associates and principals can work together

To overcome the lack of performance management in osteopathic clinics, both associates and principals need to work together to create a more positive and open workplace. Here are some ways they can do this:

Associates:

• Embrace all aspects of your role: While certain tasks may not be your favourite, they’re essential to the success of the practice. By fully embracing all aspects of your role, you can help to create a positive culture that celebrates teamwork and collaboration.
• Seek feedback and support: Don’t be afraid to ask for feedback and support from your principals. They’re there to help you develop your skills and knowledge, and to grow within your role. If you feel undervalued or under-appreciated, take the initiative to communicate your concerns to your principal. They may not be aware of the impact their actions are having on you.
• Be proactive: If you see an opportunity to improve a certain aspect of the practice, take the initiative and suggest it to your principals. This shows that you are committed to the success of the practice and are willing to go above and beyond to achieve it.

Principals:

• Teach and support: It’s the responsibility of principals to teach and support their associates in all aspects of their role. This includes providing training and feedback, and creating a positive culture of collaboration and teamwork.
• Communicate clearly: Make sure you clearly communicate your expectations and goals to your associates as early as the interview stage. Once hired, regular check-ins and feedback can help ensure everyone is on the same page.
• Hold associates accountable: While it’s important to be supportive, it’s also important to hold associates accountable for meeting the expected standards and goals of the practice. This creates a culture of responsibility and ownership, which can lead to better outcomes.
• Celebrate success: When associates go above and beyond the set standard, principals should celebrate their success with additional perks and rewards. This creates a positive culture of recognition and motivation, which can lead to a more engaged and productive team.

Summary

The osteopathic profession has the potential to be even better with a more proactive approach to performance management. By setting clear expectations and providing regular feedback, coaching, and training, associates can develop their skills, improve their performance, and achieve their full potential within their roles.

Although performance management is not as common as it should be, there are ways for associates and principals to work collaboratively to create a more positive and open workplace culture. By embracing all aspects of their roles, seeking feedback and support, communicating clearly, holding associates accountable, and celebrating success, associates and principals can create a culture of collaboration and teamwork that celebrates success and motivates everyone to work towards common goals.

Ultimately, I believe we are due for a chapter change for our associates. By introducing a positive approach to performance management can lead to a better standard across the board for all osteopathy associates.