Medical Practices - Get A Grip On Your Culture!

Many Practice Owners and Practice Managers have found the COVID-19 pandemic has had a considerable impact on the culture of their practices.  It has been illuminating for many practices to be working through so many changes, so quickly and to work out who in their team has pulled together in these very unusual times.

You might be wondering, during times of change like this, how do you get a grip on your culture?

Codes of Conduct have formed part of business operations for decades however it has only been in more recent times that practice owners and managers have become acutely aware of the vital role that they play in shaping a practice’s culture. 

The focus in this area has shifted away from a Code of Conduct purely being written with the intention of providing a comprehensive set of rules to regulate conduct, to a tool that is used to inspire principled performance among an entire practice, from employees through to management and executives. 

Developing an engaging, forward-thinking, Code of Conduct, in addition to providing relevant training as part of its implementation within your practice, will almost certainly have a positive impact on employee behaviour, embedding the Code into your practice psyche.   

Code of Conduct – What Is It? 

Historically, Codes of Conduct became a more integral and common part of business in the 1980s at a time when a greater interest in business ethics arose, and there are certainly many benefits of having a Code of Conduct in place. 

Essentially, a Code of Conduct is a policy that stipulates the rules, values and ethical principles or standards that are required to be observed by your practice’s employees. It is an essential tool that provides your employees with clear directions as well as setting out expectations of how they should do their job within the organisation. 

In order to ensure that a Code of Conduct is effective within a practice it should be; 

  • written in clear, concise language that employees can understand and relate to; 

  • readily available and accessible; 

  • visually engaging and be designed in accordance with your companies branding; 

It should also include relevant practical examples, answers to frequently asked questions and most importantly be supported by interactive and relevant training. A Code of Conduct that is designed professionally and is reflective of your organisation’s values, will certainly assist your employees to understand their role and their responsibilities.

Code of Conduct and Impact on Business Culture

An ethical, positive and productive culture ultimately begins with the leaders of an organisation, and a Code of Conduct is an important part of establishing an inclusive culture. This is particularly highlighted in the area of workplace compliance. 

Workplace compliance and training have a reputation for being a tedious chore. Employees, generally speaking, do not find this area of their work lives interesting or engaging and the simple mention of the word “compliance” can typically induce bouts of eye-rolling, due to a lack of interest. However, when a Code of Conduct is prepared purposefully and is implanted intentionally, it can create an atmosphere of contentment and harmony within an organisation.

That is where it is important for organisations to be forward-thinking in terms of the implementation of their Codes of Conduct. Adopting a forward-thinking, values-based approach to compliance creates an environment and ultimately a culture, in which employees feel respected and recognised, making them more likely to treat the company with respect and comply with rules and regulations, therefore, creating a more positive and inclusive culture. 

But Why Is A Code of Conduct So Important? 

Without a Code of Conduct, employees are not able to gauge expectations, and they can lack direction on how they should appropriately behave. Leaving the matter of how an employee behaves, in their roles, as representatives of your organisation, is certainly something that should not be left for employees to figure out for themselves and to do so really is leaving the success of your organisation to chance. 

Creating a framework of expected behaviours is vital not only for creating an inclusive workplace culture but also for creating well balanced, high performing, happy employees.

What Should I Do If My Practice Code of Conduct Is Outdated? 

A recent study by consulting firm LRN found that more than 70% of employees in an organisation that did not have a written Code of Conduct, actually believed that if one did exist in their workplace, their workplace would be improved. This highlights that even employees think Codes of Conducts are needed.  

If your organisation does not have a Code of Conduct or has a Code that is outdated it can be worthwhile to engage the services of a professional who can assist in professionally preparing a Code that is relevant to your practice. Implementing a Code of Conduct is much more than a tick box exercise that satisfies a legal requirement. It can form the backbone of your practice culture, brand and identity, so it is worthwhile getting it right the first time.

QUESTIONS?

Contact us if you would like to have more information. Our lawyers at You Legal will be happy to assist you in whatever way we can.

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