What Gets Through To Clinicians When You Talk To Them About Compensation

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. You're this episode, it's about compensation and what do you say to a clinician so they actually get it? You know you love this episode with Sanjeev and Karen.

Check it out. Compensation is like the fee split is like one piece of a larger compensation package. It's not the talking point. Okay, what about you, Karen? Like, what's getting through to clinicians when you're going to talk to them about compensation? What gets through to them?

It's interesting because we just. That question was asked during the one on ones and this time I, I did a different approach and asked, what would you like to make at the end, end of the year, what is your yearly salary?

And that.

And nobody could answer it. Nobody. I said, well, you know, I want to make this an hour. Okay, so how much, you know, salary at the end? So then they threw out a number which was, you know, way hourly, way less than what they're asking for. So I found that really interesting. And it's interesting this year we actually broke down, here's your hourly. But then when we add on cpp, ei, vacation pay, three personal days, paid lunch, this, you actually make this an hour. What. So which, which you want to give up. So you want this 15% raise basically is what you're asking. So what are these things do you not want to have? So we actually did the full math of. And currently we do a paid half hour lunch because people are working. So just with the physios for our clinic, it costs us $122,000 a year to offer that paid half hour lunch.

That must look really great on our value stack. So that's what I meant by value stack because all the other things Karen has put around compensation, it's a basket. And I, I personally feel it's the owner's job to take the person through that value stack point by point and reiterate like, what they get. Okay. And that's my favorite question when I talk to a clinician. I talked to one a couple weeks ago and that's my first thing. So how much money do you want to take home for your family? A year? Yeah. And then. And they give me a number. I break it down by month, and then I break it down by the week, and then I break it down by number of visits per week. And because that's the metric, they'll understand. Okay. And I do tell them. And again, this is my style. I want to pay best in class. Like, I want to pay the best. I want you to make, like, $100,000. But let's do the math and see how you can get there. Okay. And what things you have to do so I get them away from this percentage. Talk to Chantal's point. Hey, do you want, like, 50 of 10, okay. Or do you want 30 of 20? Okay. Because 50. 10 is 5. 30 of 20 is 6. Okay. You'll make more money that way. Okay. In your pocket. Or do you want to go to parties and tell people you. You make, like, 2% more than your friend. Right. So, again, scripting is very important before you show the mask, because to Chantal's point, you got to get through to them first. Culture. What's your why? Let's do some math. Okay. I want to pay the best in class. Whatever your two or three scripts are, to get through to them. Okay?

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