{"id":22835,"date":"2022-12-01T00:00:22","date_gmt":"2022-12-01T00:00:22","guid":{"rendered":"https:\/\/todaysveterinarybusiness.com\/?p=22835"},"modified":"2023-09-28T23:14:59","modified_gmt":"2023-09-28T23:14:59","slug":"opening-shots-job-1222","status":"publish","type":"post","link":"https:\/\/navc.sitepreview.app\/todaysveterinarybusiness.com\/opening-shots-job-1222\/","title":{"rendered":"Q&A: Quitting a Job, Yelling at Staff and Exam Fees"},"content":{"rendered":"

Q: I took another job in town and am about to give my resignation notice. How can I avoid telling my boss where I\u2019m going to work?<\/strong><\/p>\n

A: You\u2019re not obligated to inform your boss or manager where you\u2019re going, but make sure to abide by any contractual obligations, such as a termination notice, nonemployment with competitors and the return of company assets.<\/p>\n

Despite your desire not to tell, you\u2019ll be asked out of curiosity or concern. Most bosses are genuinely interested in where you\u2019re headed and aren\u2019t spiteful. However, they want to ensure that you\u2019re not a threat to their business or engaging in employment that violates your work agreement. If you\u2019re not willing to answer such questions, be prepared that your last day is when you turn in your notice.<\/p>\n

When pressed, you could respond, \u201cMy new employer asked me not to identify it until I start work. I\u2019m grateful for my time here and abiding by all my contract termination<\/a> responsibilities.\u201d Another option would be: \u201cI\u2019m sorry, but I\u2019m just not comfortable discussing it. I hope you understand.\u201d Keep it simple.<\/p>\n

I\u2019ll stress that you shouldn\u2019t antagonize your old boss when you turn in your notice, no matter how you feel. We live in a small world and work in an even tinier profession. You don\u2019t know what the future holds, so don\u2019t do anything hurtful that gives you instant gratification but could bring years of consequences. Move on in gratitude, and look forward to the next chapter.<\/p>\n

Q: My practice owner and manager often yell at us in the treatment area whenever something isn\u2019t going well. When it\u2019s really bad, they\u2019ll throw stuff (not at us, just around us). So much drama! Do they think it will help? If so, please tell them it doesn\u2019t.<\/strong><\/p>\n

A: I teach during my lectures that leaders should not do a couple of things in front of their teams: cry and yell. If you need to cry \u2014 we all cry at some point \u2014 do it privately unless you\u2019re confident that a group sob session will help the situation. Additionally, there\u2019s never a time to yell at your team unless it\u2019s \u201cFire!\u201d or a major emergency. Adults in a safe and healthy work environment should never resort to yelling at each other. In my opinion, yelling always causes more harm than good. And throwing stuff? Those who do should question their competency as business owners or managers.<\/p>\n

Many leaders yell because they lack self-control and don\u2019t know any better. It\u2019s a primal mindset in which the loudest voice earns the most respect. It\u2019s absolutely wrong in the workplace. I\u2019ve also found that bosses who yell are typically abusive toward everyone and ultimately suffer physically, emotionally and mentally. They can\u2019t sustain that level of anxiety, angst and anger without consequences. Meanwhile, everyone around them pays the price immediately.<\/p>\n

As much as we applaud firing disrespectful clients, we tend to disregard disrespectful leaders. If you\u2019re the target of screams and shouts, you must stand up for yourself and your colleagues. Don\u2019t bark back (no matter how tempting), but in a firm, calm voice, say the behavior is disrespectful and that you won\u2019t tolerate it. If they can proceed civilly, you\u2019d prefer to discuss the situation privately. If it escalates, I advise exiting the building and not returning. Toxic actions take an unbearable toll on your health.<\/p>\n

Veterinary leaders, yelling at your employees doesn\u2019t work. Stop it already.<\/p>\n

Q: A client claimed we were wrong to charge two general exam fees \u2014 the first for her pet\u2019s annual visit and the second because of an ear infection the following week. She said she shouldn\u2019t have to pay twice, especially over such a short period. We gave her half off the ear exam, but she still left a nasty online review. The exam fee confusion has happened before, and I\u2019m unsure how to prevent it.<\/strong><\/p>\n

A: Exam fee fights! As a young practice owner, I found myself pressed against the money-moaning ropes, desperately trying to bob and weave my way out of a checkbook brawl. I discovered that by changing my fee terminology, I could dodge many blows and create value for my services.<\/p>\n

The first step was to define each exam by service or body system. We replaced vague phrases such as \u201coffice fee\u201d and \u201cgeneral exam\u201d with specifics like \u201cdermatology exam\u201d and \u201cannual physical exam \u2014 healthy pet.\u201d While every pet, healthy or sick, should receive a total body exam, the fact is we focus more intently and often perform additional evaluations on an affected body system. A neurological exam is different than a gastrointestinal exam.<\/p>\n

Even though our fees were identical (except for behavioral exams, which were higher), we found that clients accepted that their visit was for a specific reason, not \u201cjust an exam.\u201d Changing our terminology helped reduce accusations of double-charging.<\/p>\n

Another reason I changed the nomenclature was to track our most frequent exam types, aiding me in staff training. The reports informed our staff and client education and identified the areas we needed to improve.<\/p>\n

You can\u2019t escape all money grumbling. Some clients were \u201chere just last week\u201d and expect us to identify any ailment at any time. Such complaints serve as a reminder to examine every pet at every visit thoroughly.<\/p>\n

Q: I\u2019ve been a veterinary technician<\/a> for three years. We hired a new manager who asked me to text and call employees when they were not working. How can I tell her the requests make me uncomfortable without risking my job?<\/strong><\/p>\n

A: What the manager did was a devilishly deceitful way to ask work questions of employees who aren\u2019t at work. The tactic provides her with cover if the owner receives complaints. I can hear the manager now: \u201cIt wasn\u2019t me; their teammate called. Sounds like an employee going the extra mile.\u201d You\u2019ve got to admit it\u2019s freaking bold.<\/p>\n

Employers must respect the staff\u2019s personal boundaries. (I\u2019m looking at you, after-hours questions.) Sure, the odd exception requires urgent contact, but for 99% of inquiries, there\u2019s no legitimate reason to interrupt a person\u2019s time off.<\/p>\n

A manager should resist the urge to ring off-duty staff unless it\u2019s a true emergency. If you regularly need responses to questions only a certain someone can answer, it\u2019s time to improve your clinic workflows and team training. Asking a subordinate to do your dirty work is inappropriate.<\/p>\n

In this case, I understand the feelings of discomfort and being taken advantage of. You should talk to the manager and express your feelings. If you don\u2019t get an apology and contrition, I\u2019d take the issue to the practice owner. If the response involves \u201caccessibility anytime,\u201d you might need to reconsider whether you\u2019re willing to provide it.<\/p>\n

I think a quote from advice columnist Ann Landers applies: \u201cYou can\u2019t be taken advantage of without your permission.\u201d By going along, you validate the order and potentially encourage the behavior to spread.<\/p>\n","protected":false},"excerpt":{"rendered":"

Opening Shots columnist Dr.<\/p>\n","protected":false},"author":42,"featured_media":22837,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"iawp_total_views":0,"footnotes":""},"categories":[401],"tags":[],"class_list":["post-22835","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-december-2022-january-2023","column-opening-shots","clinical_topics-practice-management"],"acf":{"hide_sidebar":false,"hide_sidebar_ad":false,"hide_all_ads":false},"yoast_head":"\nQ&A: Quitting a Job, Yelling at Staff and Exam Fees | Today's Veterinary Business<\/title>\n<meta name=\"description\" content=\"When pressed about a new job, you could respond, \u201cMy new employer asked me not to identify it until I start work.\u201d\" \/>\n<meta name=\"robots\" content=\"noindex, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" 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