The Power Of Transparency - How To Get Clinicians To Accept A Lower Salary Without Resistance

How do you get more new patients or hire more clinicians at your clinic and yet still remain profitable? This is the question, and I'm on a journey to get you the answer. I'm going to interview the best marketers and clinic owners across the world to give you access to their winning strategies from recruitment, marketing, operations, finance, and more. So you can easily take action on the secrets to grow your clinic. I'm Rick Lau. Welcome to Clinic Boss Secrets. Hey, everybody, it's Rick Lau here. We're gonna actually talk about how do you actually get a clinician to accept a lower pay without resistance? You're gonna love this. Our coaches and experts, John, Karen, Sanjeev, dive into this topic. Check it out.

Open the transparency about the compensation model. The whether you want to say, the tightness of the budget, the stuff that Karen's mentioning about how expensive it is to run a business, all those educational items to that individual on day one before they even step foot in the clinic. And then it makes the other conversations down the road that much easier.

Yeah. And I'll share with you one last thing. We're going to get into the math now and build it out. And we are going to answer that question going on in the chat right now about people working part time at multiple locations. We're going to answer that through the model. But one thing about compensation, what you see today and what you see in the library, the value stack, the model, the role description, if you just even do those things, you look way more organized and transparent than the other owners they're talking to. Okay. That kind of transparency and organization and clarity. They may choose you, even though they may make a little less with you than someone else because you're being so transparent, Karen.

And I think that's a great point. When your employee comes to you with a comparative offer, oh, this clinic is offering.

Cool.

Without knowing the clinic donating, could you actually show me their value stack of what that includes? Oh, well, that's what they said. Well, here's our value stack. So you need to make sure you're comparing apples to apples. So ask them for their value stack and then bring it back to me and let's compare.

Yeah. The other thing too, is, is I know we always talk about, like, when to have the conversation around wages and expectations and all that stuff is. And I've moved it all the way up into my screen, so I screen everybody before I even begin to interview. And at the end of the day, if their sole focus is discuss percentage and they're not willing to budge on that I don't move any further. I'm kind of beyond the point of trying to convince people. You're either open to a conversation and you can tell me what you want to make per year and I'll figure out if it's going to be good fit. But I've learned it from Melissa is like, look, if your wage expectations are never going to match and they're only focusing on percentage, there's no point in trying to fit a square peg in a round hole. Just move on. It's not worth your time. Eventually it's going to come back and bite you in the butt. Yeah.

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