Executive Update
December 2006 / January 2007
Helping New Employees Succeed
Regardless of past job experience, starting a new job, no matter what that job may be, is a difficult adjustment for many employees. Look at it from their perspective: You're new on the job. You probably don't know anybody who works in the office. Will the other employees welcome your arrival? You don't yet know what your new manager really expects from you, nor do you know what his or her management style is like. You don't know the ropes yet, the details and nuances of the job, how the place really operates.
As a manager when you have a new hire, your goal is to get that employee off to a good start in terms of fitting in, learning the job requirements, and performing well. The stage you set for your new employees during their first few months on the job greatly impacts whether or not this goal is attained. This initial experience also greatly shapes their long-term outlook and overall performance with your practice.
Helping the New Employee Get Started on the Right Foot
The employee’s first week or two on the job, the initial orientation period, often sets the tone for the next few months.
Teaching To Develop the Right Skills and Good Habits
New employees, regardless of their past experience and the skills they bring to a job, still need to go through a learning curve. They haven't worked in this particular job and in this particular workplace before, so naturally there is much they will need to learn. Don't take this learning period for granted. Plan accordingly so your new employees learn good habits right from the start. This section explores how to make the training of new staff a rewarding experience for them and you.
People learn by listening, seeing, and doing. Unless someone has a strong preference for one learning style, the best training methods use all three. When working one-on-one with a new staff member, you can use these six different training methods for productive learning experiences:
- Modeling
In modeling, the trainer demonstrates and the trainee observes. Then the trainee demonstrates as the trainer observes and critiques. This two-step process is repeated a number of times until the person being trained has learned how to perform the task. This method works well for teaching hands-on tasks.
- Verbal guidance
Here, the employee performs the task hands-on as the trainer explains how to do it. This is learning by doing with guidance provided verbally. The trainer doesn't touch anything; the learner does everything. This method works well for teaching computer-related tasks.
- Inquiry
This method involves teaching through questions. The trainer asks questions to guide the employee step by step through the task. This method works only if the employee has a knowledge base about the task being taught; otherwise, avoid this method. The trainer also must make certain the trainee gains clear answers to questions to guide the learning process. When done properly, the inquiry method encourages employees to think and learn for themselves.
- Practice
The old adage practice makes perfect applies with this method. First the trainer explains how to do the task, and then allows the employee time to practice it safely. This means no harm can result from the practice; if the employee makes mistakes, there will not be any consequences. For instance, first you explain how to fill out complicated insurance forms; then the employee practices by filling out sample forms. Or you show the trainee how to respond to common patient inquiries, and then she practices by responding to mock phone calls using a tape recorder. In both examples, safe practice has been provided and any mistakes made have no consequences.
The last step is to review the practice work with the employee and give the appropriate feedback. Only after showing readiness and ability to perform the task does the employee progress to doing it for real.
- Employee summarizes back
This training method works well with information-oriented tasks and procedures. First explain the task or have the employee read the instructions, then have the trainee tell or summarize to you the key points. Go back and forth as needed until the trainee masters the vital information.
- Role playing
This method works well for interactive functions. First provide an explanation of the skill or procedure. Then, using a simulated situation, have the trainee reenact what to do with you as if it were a live interaction. Give feedback so the employee knows what is or isn’t working well. The role-play is repeated as needed until the employee performs the task with competence and confidence.
What do these six methods have in common? They are all two-way training methods; they actively involve the trainee in the learning experience. Sometimes managers teach staff members using a one-way approach, talking to employees who just sit by passively receiving the instruction. Remember—people learn best when they are actively involved in their own learning.
This is a short excerpt from the AAOE Executive Resource Guide: Helping New Employees Succeed. The importance of teamwork, mentoring, tutoring, constructive feedback and more training tips are discussed in this module. To order or more information visit the Academy bookstore.
About the author: Marty Brounstein has over 20 years’ experience in management and training. He is the author of five management books, and three additional AAOE Resource Guides: Interviewing to Hire Smart Coaching for Top Performance and Solving Performance Problems.
Bulletin Board
Coding Updates for 2007
If you missed AAOE’s one-hour 2007 Ophthalmology Coding Update Web Conference on Jan. 9, CDs of the presentations—including both the audio and slides—are available for purchase.
Order Your 2007 Coding Products Today
The Academy is taking orders for 2007 coding products, including an extensive library of ophthalmology-specific titles not available anywhere else:
- 2007 Ophthalmology Coding Coach (#012236)
- 2007 Ophthalmology Coding Coach CD(#012237)
- 2007 Ophthalmology Coding Coach Kit (#012238)
- 2007 ICD-9 for Ophthalmology (#012234)
- 2007 CPT Pocket Guide for Ophthalmology (#012233)
- 2007 Ophthalmic Coding Flipcards (#012235)
The 2007 CPT Professional (#012230) and Standard (#012231) editions as well as the HCPCS (#012232) are also available through the Academy—making the Academy Store your one-stop coding shop. In fact, single orders of four 2007 coding products (or more) will be discounted by 10 percent.
AAOE's coding products sell out every year, so don't delay. Place your order today by visiting the Academy Store. Choose "AAOE: Coding and Reimbursement" in the “Select Subject” drop-down menu to see a full list of AAOE's coding products.
Test Your Coding Knowledge
The Ophthalmic Coding Specialist™ (OCS) exam is offered year-round to coders who want to demonstrate coding proficiency. Those who pass the take-home exam will be awarded the OCS designation. AAOE’s Ophthalmic Coding Series is the perfect study guide. The 2007 edition is on sale now at the Academy Store.
Visit the Coding & Reimbursement competancy page to learn more about the Ophthalmic Coding Specialist Exam, or contact JCAHPO at 800.284.3937.
Mark your calendar for CODEquest
AAOE’s CODEquest Ophthalmic Coding College is a convenient one-day seminar sponsored with your state society to get you up-to-speed and up-to-date on state and specialty-specific coding information. Find out what’s new in 2007 with the latest coding updates. 2007 schedule and registration information
Thanks to All Who Attended the AAOE Program of the 2006 Joint Meeting!
It was a great success by all accounts and we are excited to begin planning for the 2007 Annual Meeting in New Orleans! Mark your calendars now. The AAOE Program will take place Nov. 10 to 13, 2007.
If there were courses you missed at the 2006 Joint Meeting or if you were unable to attend, you can bring it to your desktop with the new Highlights from AAOE’s 2006 Joint Meeting Courses CD-ROM.
November/December Issue of EyeNet Magazine is Now Live
Don’t wait till January to implement key coding updates and corrections into your practice – Savvy Coder helps you prepare your practice now for 2007.
What if you could add imaging data to your electronic health record information? Practice Perfect let’s you know what you can do today.
For more information about AAOE products and services, visit www.aao.org/aaoe.
