Do you find that all the details and policies in your practice are laid out but somehow people don’t know them? Are we laying them out clearly? This is a common issue among many practices and we aren’t holding everyone to the expectations we have of them.  Today’s guest is Heidi Rizkalla and she joins the conversation this month to help us work on better communicating expectations. After setting those expectations and communicating them clearly, we need to be sure they are being followed so we can have a successful and smooth-running practice. Heidi comes to us from Johnstown Veterinary Associates in Pennsylvania with a background in education. She is clear about her expectations with newly hired employees, but she shares today that she is extremely clear with them even before they are officially hired. Listen on to find out ways you can improve communication of clearly defined expectations with your teams. Show Notes: [2:29] - During the interview process, if Heidi feels it is going well, the job description is shown to the candidate right away. [3:29] - Does a candidate have background knowledge of your practice? [5:16] - Job expectations are non-negotiable. [6:02] - “What other things can you bring into this position?” is a great question to ask. Look for people who can lead a team or a task. [7:03] - During an interview, ask the candidate if there was a question they would like for you to ask. [8:45] - Have very clear job descriptions and edit it over time to make it clearer. [9:46] - Heidi’s practice has a 3 month probationary period and makes it clear during that time if they are doing well enough to continue in the position. [11:40] - Setting expectations is one thing, but holding people accountable is sometimes tougher. [13:03] - In an effort to be empathetic, sometimes employees are not held to expectations. [14:28] - Sometimes you need to have tough conversations. [16:43] - Avoid speaking in generalities. [19:06] - You can’t argue with clear examples. [20:21] - Most times, people stay with a job or position for 3 years. Consider when hiring who may leave the practice or is someone to develop to stay. [22:37] - How can we shift someone back on track after an argumentative hiccup? [23:28] - When hiring someone, they are promising that they will meet job expectations. [25:01] - Self evaluations are valuable to employees and managers. [25:51] - Everyone needs to be on the same page. Thank you for listening. Remember you are not in this alone. Visit our website for more resources. Links and Resources: VHMA Web Page VHMA Coronavirus Resources VHMA Facebook VHMA Twitter VHMA on Linkedin Johnstown Veterinary Associates Website Heidi Rizkalla, CVPM on LinkedIn