Hills Laura
Blue Pencil Institute, 10618 Regent Park Court, Fairfax, VA 22030, USA.
J Med Pract Manage. 2013 Mar-Apr;28(5):298-302.
Our culture seems to be endlessly fascinated with its stars in entertainment, athletics, politics, and business, and holds fast to the idea that extraordinary talent accounts for an individual's extraordinary performance. At first glance, managing a star performer in your medical practice may seem like it would be an easy task. However, there's much more to managing a star performer than many practice managers realize. The concern is how to keep the star performer happy and functioning at a high level without detriment to the rest of the medical practice team. This article offers tips for practice managers who manage star performers. It explores ways to keep the star performer motivated, while at the same time helping the star performer to meld into the existing medical practice team. This article suggests strategies for redefining the star performer's role, for holding the star performer accountable for his or her behavior, and for coaching the star performer. Finally, this article offers practical tips for keeping the star performer during trying times, for identifying and cultivating new star performers, and for managing medical practice prima donnas.
我们的文化似乎一直对娱乐、体育、政治和商业领域的明星着迷，并坚信非凡的天赋是个人非凡表现的原因。乍一看，在你的医疗业务中管理明星员工似乎是一项轻松的任务。然而，管理明星员工的门道比许多业务经理意识到的要多得多。关键在于如何让明星员工保持愉快并高效工作，同时又不损害医疗业务团队的其他成员。本文为管理明星员工的业务经理提供了一些建议。它探讨了保持明星员工积极性的方法，同时帮助明星员工融入现有的医疗业务团队。本文提出了重新定义明星员工角色、让明星员工对其行为负责以及指导明星员工的策略。最后，本文提供了在艰难时期留住明星员工、识别和培养新明星员工以及管理医疗业务中的“首席女高音”的实用建议。
