Matthew Gallogly outlines a four-tier system for tracking employee development: quarterly 90-day planning, monthly deep check-ins, weekly team meetings, and daily 8:42 am huddles. The daily huddles review numbers, highlight a value of the day, and recognize peers who embody it, turning tracking into a values-driven habit.
How do you track an employee's progress? That's gonna be the topic of today's session. And disclaimer right off the bat, I'm not gonna give you any tips or tricks on compliance or give you any legal recommendations, okay? We're not HR specialists. I'm gonna just talk about the real world of how you keep people on track with their growth, their development, and their training, okay? So let's dive into this today. So the— how you keep track on training for employees is it's a daily thing. So what we do in our organizations is that once a quarter we meet for planning our next 90 days. Now we only do planning 90 days in advance. We don't do year-long planning. We'll talk about our goals for the next year, but we never do annual planning. We just focus on the next quarter. The second thing we do is that we then have a monthly meeting That's about 2 to 3 hours that just does a really strong check-in of where we are. And then the other thing we do is we meet weekly for 45 minutes where the people that are responsible for particular areas check in with the entire team and they tell us what's going on. At the property level, what we do is we have daily huddles, and those daily huddles look like this. Hey, I'm Matthew Gallogly and I'm a Maverick. Well, what is a Maverick? A Maverick goes against the grain. We find our own way. And if you're sick and tired of being pushed around by the insurance companies, come join us. We'll show you the way out and you'll love medicine again. Every single day we meet up, we see patients at 9 o'clock. We meet at like 8:42. Everybody has to be there present. As I always joke, your jacket has to be out, makeup has to be on. You can't be sitting there eating a sandwich. You gotta be dressed. Ready to go, ready to tackle the day at 8:42. The reason why we schedule 'em at 8:42 is people show up on time. If it was 8:45, people saunter in. So we always had like an odd time that people, that we started the meeting. And what we do is it's about a 3 to 5 minute meeting. And what we do is we go through the numbers of the day before, we post it up on the board. And then the other thing we do is we have a value of the day. And that value of the day or value of the week, whatever you want to do, What we do is we go around the room and we have somebody recognize someone that lived that value out in the organization the day before. What it does is it creates a positive reinforcement loop and cycle to get people focused on managing everything based on the values. So this question of how do you keep track of employees or training for employees, it has to be a daily thing and it has to be based on the values of the organization. Want to learn more about values, culture, and creating a self-leading organization? Well, then here's what I would recommend you do. Go get our book, The Anatomy of a 7-Figure Medical Practice. It is the book for how to grow and scale your cash practice. It doesn't matter if you're starting from scratch. It doesn't matter if you're inserting it into an existing insurance practice. This book will show you the way. It's exactly how we grew our practices from startup, 3 locations in 18 months. It's the exact same manual that my doctors use today. Get it. You can see the link below. Give it to you for free. Just pay $7.95 for shipping and handling. The Anatomy of a 7-Figure Medical Practice, it's yours free. Click the link below.
OUT OF THE SYSTEM | How 100,000 Free Doctors Could Save Healthcare $40 Trillion
