You have probably heard the term “corporate culture” bandied about by executives or human resource personnel. It describes the general atmosphere created by all employees in a professional environment. This would include, but not be limited to, shared values, the pace of the work completed, the guidelines followed, and the bad habits that are shunned. It also describes the general attitude of all the team members.

Similarly, your medical practice operates according to its own team culture, and this sphere of interaction and execution can make or break a work environment. Team culture effects everything from how members work together to whether you can attract and retain new talent for your staff.

Begin to understand your team culture by clearly defining it. Ask employees to complete anonymous surveys that ask questions regarding stress, frequency of conflict, and comfort level with daily tasks. Compile your findings, and then take the time to watch your staff in action. Can you identify their feedback in practice?

Invite your staff to be part of the conversation. Have brainstorming sessions and be open to the constructive criticisms or challenges that may be articulated. You don’t have to incorporate every suggestion into your plan or action, but acknowledging concerns and taking a real interest will go a long way.

Continue to keep the lines of communications open. Team culture can shift quickly. A medical practice is constantly handling changes and adjustments—not only in terms of our recent pandemic, but also regarding staff changes, altered billing procedures, and personal issues. Any one of these items can disrupt the continuity of a medical practice’s team culture.

Your goal is to inspire, create, and foster a team culture that will keep your medical practice running smoothly and efficiently. Aim for positivity and lead by example. If your employees enjoy working with you, then your practice will thrive.