Everyone hates staff meetings. How do we make them useful?<\/p>\n
Weinstein: Stop using staff meetings for public flogging. Make them short, focused, and agenda-driven. Assign time limits to agenda items and use meetings as a classroom. Teach something clinical or managerial, celebrate wins, and revisit your mission\/why at the start of every meeting. Forward-looking is better than rehashing mistakes.<\/p>\n
You talk about process improvement. What are the small changes that make a big difference?<\/p>\n
Weinstein: Create recipes: step-by-step processes so tasks don\u2019t depend on a single person. Scripts and written procedures aren\u2019t about making people robotic. They\u2019re about consistent, high-quality output in everyday tasks like phone answering, presenting invoices, prepping surgical packs, and cleaning cages. Do it right the first time so you don\u2019t have to apologize later.<\/p>\n
After you change a process, how do you know it\u2019s working?<\/p>\n
Weinstein: Look for objective and subjective measures. Subjectively, staff will feel more prepared and satisfied. Objectively, track staff retention, client retention, reduced waste, and profitability. Consistent client and patient experiences are measurable and will show whether your process is delivering.<\/p>\n
Change is hard. How do you get people on board?<\/p>\n
Weinstein: Don\u2019t force change top-down. Ask your team where the pain points are and invite suggestions. Let the people who do the work build the process. For example, video a team member doing the task, add audio, transcribe it, and create a written \u201crecipe.\u201d That staff-driven approach creates buy-in because the team owns the improvement.<\/p>\n
Any closing thoughts?<\/p>\n
Weinstein: Treat your team as the practice\u2019s greatest asset. Veterinary medicine is a team sport. We can\u2019t do the work without our people and our clients. Leaders should be positive, respectful, and invest in the team.<\/p>\n