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Dealing with troublesome employees: A survey
Dealing with underperforming or even toxic employees is, unfortunately, something every medical practice leader has to deal with at some point. So, how do you handle these difficult situations? Take our anonymous survey!
1.
Which employee issue is the biggest problem at your practice?
Chronic tardiness/attendance problems
Poor performance/low productivity
Unprofessional behavior with patients
Unprofessional behavior with coworkers (conflict, bullying, gossip)
Documentation/compliance lapses (HIPAA, protocols, charting)
Insubordination/resistance to direction
Patient complaints or service issues
Safety concerns (clinical or workplace)
2.
When an employee problem surfaces, what’s typically your first step?
Informal coaching conversation
Verbal warning with expectations documented
Written warning
Performance improvement plan (PIP)
Schedule change/retraining/role adjustment
Involve physician owner/lead clinician immediately
Escalate to HR immediately
3.
How confident are you that you’re handling these situations correctly?
Very confident
Somewhat confident
Neutral/unsure
Somewhat not confident
Not confident at all
Very confident
Somewhat confident
Neutral/unsure
Somewhat not confident
Not confident at all
4.
What is the biggest barrier to addressing employee issues quickly and consistently?
Lack of time / competing priorities
Fear of turnover / staffing shortages
Unclear policies or inconsistent enforcement
Physician/leadership disagreement or pushback
Limited HR support or access
Poor documentation of issues
Employee claims/complaints risk (legal concerns)
Union/contract constraints
5.
What resource would help you most in addressing employee issues?
Scripted conversation templates (coaching, warnings)
Documentation tools/checklists
Training on progressive discipline best practices
Guidance on performance improvement plans (PIPs)
Conflict mediation training
HR “office hours” or hotline access
Examples of clear policies (attendance, conduct, HIPAA, etc.)
6.
Think about a specific time you dealt with a troublesome employee. What was the issue, what steps did you take, and what was the outcome? (Please keep details anonymous—no names or identifiable information.)
