STP 19 | When Turnover Interrupts Your Scaling Plan

In this episode of the Scaling Therapy Practice, David Hall, a therapist and practice owner, discusses the topic of employee turnover in a group practice. James Marland, the host, asks him to share his experience with the issue. Hall talks about his history of turnover in his counseling practice and how it impacted his scaling plan. He discusses the effects it had on him and how he felt when two people quit unexpectedly. He shares that he had a closer relationship with one of the two employees, and looking back, he was not surprised that this person left. The unexpected departure made him question his plan for scaling and how he should deal with employee turnover. The Effects of Employee Turnover on a Manager Hall's experience with employee turnover in his counseling practice led to the realization that it can be challenging to handle, both emotionally and operationally. The two employees' unexpected departures caught him off guard and made him feel like he was throwing hand grenades behind them. He shares, "I felt like somebody was leaving and kind of throwing hand grenades behind them as they went." The situation was personal, and Hall found it hard to separate business from the personal aspects. He discusses how managers can become emotionally involved in their employees' lives and take it personally when employees leave. He shares, "as the manager, as the people who are responsible for this, I think some of the feelings in there and taking it personal make it much harder than just, oh. You know, uh, they're making a business decision to leave." Effects of Employee Turnover on Scaling Plan Hall's experience with employee turnover impacted his scaling plan. He had a plan to grow his practice to a certain size, and the two employees' unexpected departures disrupted his plan. He was forced to question his plan for scaling and how he should handle employee turnover. He shares, "It interrupted my plan, and I didn't want it to happen." Hall realized that employee turnover could disrupt his plans, and he needed to have a plan in place to manage it. It's important to note, we often do not have plans in place until something bad or unforeseen happens. The therapy practice owner that anticipates turnover and who has a plan before this happens will be able to weather the storm of turnover better than the practice owner who is surprised.  Tips for Managing Employee Turnover Hall shares some tips for managing employee turnover in a group practice. First, he recommends having a plan for managing employee turnover. This plan should include a transition plan for departing employees, ensuring the transition is smooth and not disruptive to the practice. Second, he suggests having a policy in place for exit interviews, which should be conducted in a professional and respectful manner. Third, he recommends setting expectations for employees' roles, responsibilities, and performance to reduce employee dissatisfaction and turnover. Lastly, he emphasizes that managers need to remember that turnover is a natural part of running a business, and they should not take it personally. Employee turnover is an inevitable part of running a business. As a manager, it is essential to have a plan for managing employee turnover, as it can be emotionally and operationally challenging. The experience of employee turnover can disrupt a manager's plan for scaling, and it is vital to have a plan in place to manage it. A transition plan, an exit interview policy, setting expectations for employee roles and responsibilities, and remembering that turnover is a natural part of running a business are some of the tips that can help manage employee turnover. Resources and Links Psychraft Network Email James to talk about questions or problems about scaling: [email protected] PsychMaven - Find more resources here Builder Type Assessment - grow without the grind  Scribe How - Make Easy Guides for people to use and follow Action Steps: Have a plan for managing employee turnover, including a transition plan for departing employees. Establish an exit interview policy that is conducted in a professional and respectful manner. Set clear expectations for employees' roles, responsibilities, and performance. Remember that turnover is a natural part of running a business and try not to take it personally.