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7 Bad Manager Habits that Can Destroy Your Optical Practice Team

Posted by Janelle Pauli on Oct 26, 2016 2:45:00 PM
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In any small business, including your eyecare practice, managers not only have to manage, but they must also be leaders. Managing a team requires much more effort and time than just giving direction and holding meetings. Leaders of organizations must communicate effectively and create an environment that fosters motivation and engagement throughout the office.

But oftentimes, finding the right managers can be harder than you'd think. We've got a list of 7 bad habits that a manager in your optical practice could be displaying that could utlimately hurt your entire team and office culture. Let's take a look at these habits you, or your manager, need to kick to the curb. 

Eliminate These Bad Manager Habits From Your Optical Practice

Ignoring Recognitionoptical practice manager

Let's face it, everyone likes to receive some type of recognition on a job well done. In fact, 69% of employees said they would work harder if they felt their efforts were better appreciated. Making employee recognition part of your regular routine is as easy as developing an employee of the month award, or writing simple thank you notes when a team member goes above and beyond the normal scope of their role.

Ignoring Non-Performers

Just as much as employees like to be recognized, they don't like to see poor performing team members sneak by doing the bare minimum. As an optical practice manager, it's your job to keep a pulse on everyone's performance and reward the right people, while also motivating those who aren't performing up to expectations.

Being a Know-It-All

It's important that you and the members of your staff work as a team. Each of you are experts in your different roles and should respect each other's knowledge and opinions. In fact, if you start treating your staff like experts in their roles, your patients will start to have a better experience with your entire team and start building more trust with everyone in your office. 

Micro Managing

Most employees don't like feeling as if their boss is always hunched over their shoulder. Your team, and you, should be comfortable and confident in the roles that they are in. Micro managers need to have control over every single aspect of their work, and can't stand to let members of the team work on their own. If your staff is feeling like they are being micro managed, they are likely going to be less confident in themselves and frustrated by your managing habits. 

Expecting Employees to Read Your Mind

Communication is key for anyone managing people. It's much easier to get the job done right if expectations and direction are communicated clearly from the start. The more you communicate, the more you will get to know each other as co-workers and people, and that will only help your teamwork and office environment

Being Resistant to Change

Part of being a good manager is making sure that your team has all the resources they need in order to do their job efficiently. If you're a manager that's stuck in a routine, you might not be making things as easy as possible for your staff. Resisting change can slow down processes, decrease team morale, and ultimately be making some employees unhappy in their day-to-day. Be open to new ideas and changes that could make a difference in the way you practice.

Lacking Motivation

A big part of any manager's job is keeping the team motivated, especially during the slow times. As a manager you should be focused on the goals of your business, and the individuals of your team. This helps keep everyone working towards the same thing, and enhances team work and collaboration.


Topics: Tips for ECPs, Office Manager, Optometrist

Want more optometry practice management tips? Check out our blogs.