Staff

Everybody at your practice has a role in the ICD-10 transition, but that doesn't mean they should all be coders. AHIMA's Kathy DeVault explains.

Staff burnout sometimes hits your best employees when you need them the most. Here's how to get burned-out staff excited about their jobs again.

Boosting staff morale doesn't necessarily mean providing higher pay. Sometimes a little recognition and fun goes a long way.

Here's your guide to keep staff morale and productivity high despite stagnant salaries, reduced benefits, and added responsibilities.

Are our staff salaries in line with your peers? Find out with our 2013 Staff Salary Survey data.

Recent high-profile lawsuits involving bloodborne pathogen exposures highlight the risk of complacency and the need for industry responsibility.

A potential hire for your medical practice may have the skills you seek, but you need to also be sure they fit your office culture. Here's how to be sure.

Training and the full utilization of the skills of everyone on the healthcare team is what made the difference in Boston, minimizing death and disability.

Physicians are most vulnerable to turnover and voluntary departure during the first years in practice. Here’s how to avoid this common pitfall.

In the underlying causes of failures and dissatisfaction with EHRs, there are actually several issues that require commitment from vendors and providers to solve.

Here are morale-boosting solutions that are cost effective and easy to implement.

Early ICD-10 testing will allow your medical practice to identify and resolve issues before they disrupt your claims process.

As is the case with physicians, there may be a looming shortage of NPs and PAs in the coming years.

Providing healthcare insurance for your employees can sometimes seem impossible. But don't despair. There are new options to help your practice afford coverage.

From mysterious leaks to stink bugs and even clogged toilets, running a medical practice has its unexpected surprises almost daily.

It's time to involve everyone, including nonphysician providers, in the healthcare team. That requires not falling back on the ways we have always done things.

A step-by-step guide to performing an employee-satisfaction survey at your practice, plus nine sample questions to ask.

Here are some interviewing best practices to help you find the right candidate and right cultural fit for your medical practice.

Boundaries are necessary for the effective and congenial operation of a medical office.

Across-the-board salary increases for staff send the message that stellar efforts will go unrewarded. Let employees know you value and expect excellence.

Thoughts on the difficulty of juggling physicians' requirements, patients' demands, co-workers' needs, and still getting your job done as a medical biller.

You've spent numerous hours on the new hire for your medical practice. Here are a few steps to get them up to speed without overwhelming them at the same time.

Here, we take a medical approach to recognizing symptoms of dissatisfaction, diagnosing the problem, and prescribing a solution.

A sneak peek at our 2013 Staff Salary Survey results to help you determine how your practice’s staffing compares to practices of similar sizes.

As a physician, I cannot condone pharmaceutical reps bad-mouthing each other - or flat-out lying - for the sake of a few prescriptions.

Your medical practice staff must be able to stop and ask questions from payers on plan verification to improve your revenue and patient relations.

To help medical practices determine if adding advanced practice clinicians is the right step, here’s a look at four major recruiting trends.

Why hiring slow and firing fast will pay off big for your practice in the long run.

Sick employees can cause havoc in your operations, but only if you’re unprepared.

More practices are adding care coordinators and/or patient navigators to their teams. Here’s what these individuals do and why they are becoming so popular.