A longtime staff member who's in her late 50s is having trouble learning our new computerized billing system. We don't want to fire her, but we need to replace her with someone who can handle our new technology. If we asked her to retire, would we risk an age-discrimination suit?
How do you know whether a newly hired team member is right for his or her job and, equally important, right for your practice? Many practice owners evaluate a new hire's job performance during a probationary period, which can last from 30 to 90 days.
Associates and support staff weigh in on the factors that attract them—and keep them on the job. Is your practice attractive to potential team members? (And is it equally attractive to potential buyers?)