Author: David Markaverich, VP, Strategic Accounts at Parallon
In revenue cycle, we create “playbooks” for everything we do. Work-from-home is no exception–that’s why we’re providing best practices on how to keep an effective work-from-home program running for both employees and managers.
In order to set up your team for success, provide the following equipment:
- Laptop
- Monitors
- Mouse
- Keyboard
- Head set
- Phone
- Webcam
- Office supplies
We actually do not provide printers to our remote workers. Printing when necessary is done in a central location where there is staff to process the correspondence both inbound and outbound.
We require a dedicated work space due to privacy laws and business practices. The space can be created by temporary barriers when the employee does not a room to have it permanently separated.
Managing Work-from-home Employees: 5 Tips for Success
Leading
Set ground rules, have an open-door policy and always explain the ‘why’ behind the work you’re asking them to complete.
Communication
Communicate twice as much. Have a post-weekend check-in on Monday. Provide information proactively.
Belonging
Do not squeeze employees in between meetings. Care holistically about them. Host virtual team lunches.
Listening
Follow the three A’s to success:
- Be available.
- Be approachable.
- Be anxious to assist.
Inclusion
Publicly recognize contributions. Acknowledge milestones and celebrate holidays and anniversaries.
Measuring Productivity and Other Performance Monitors
People perform better when they are measured because it sets expectations and people know what productivity goals they need to hit. Be clear with your team and don’t be nitpicky; focus on what is truly important.
Automate activity tracking as much as possible and benchmark success based on actual results rather than more arbitrary or difficult to measure items.
Employee Rounding
Finally, in order to preserve the overall health of your team, regularly round on your direct reports with the intention of building and maintaining strong virtual relationships. This shouldn’t be a task update meeting. It’s the employee’s time to talk about what they find challenging, to self-reflect and work towards personal growth.
Employees that feel valued feel more engaged, and in turn, provide a positive patient experience.
About the author:
David Markaverich serves as Vice President, Strategic Account Executive for Parallon. He brings more than 18 years of experience in revenue cycle management, with a strong background in assisting many of the industry’s top hospitals and healthcare delivery systems improve financial performance. In his role, he is responsible for managing and strengthening client relationships across the western states. He works closely with his clients to improve overall performance and drive process efficiency across the revenue cycle. David holds a master’s degree in business administration and a bachelor’s degree in health administration, both from Texas State University. He is also a member of the South Texas Chapter of Healthcare Financial Management Association. As a work-from-home leader himself, David has firsthand experience with the positive aspects, as well as, the challenges faced for establishing a successful work-from-home experience and environment.
