Before defining the core values in my own practice, I did not understand how critical they were in helping me sort through all the potential new hires. What I can tell you is hiring people who do not share your core values will never work. They will always be a square peg in a round hole.
Before I knew better, I had hired people who did not embrace the core values of TVSS and it was not pretty. They never “got it” and ultimately they left or I had to let them go. Without compatible core values, they will never be a true fit for your team which is not good for you or them.
The challenge I see is that a lot of hospital leaders have not truly defined their core values or the core values are vague ideas written in a manual somewhere that no one reads.
So then, is it any wonder that many animal hospitals have the turnover they do?
Turnover is expensive.
It is estimated that the average cost to replace an employee is about 20% of the person’s annual salary. That means if you lose a technician who is making $16/hour then it will cost you $6144 off of your bottom line to replace him/her. Multiple $6144 by 2 or 3 and see how quickly that number escalates. That is money YOU are losing each year by not making better decisions on the front end.
Want to increase your profit margin? Then take time NOW to define your core values clearly and begin articulating them in your hospital. Define exactly the type individual you need and what core values must be important to them.
You may be surprised..…. How much easier it is to bring on the “great” new hire instead of just a warm body to fill a void.
Do you currently have Core Values, and if so, are you using them in the Hiring Process?