4 New Training Programs to Help You Unlock Your Team’s Potential

We all know of basic on the job training when you first hire a new employee...  There’s orientation where the new employee learns the ropes, there’s technical training for software, sexual harassment training, and safety training.[1]  These are the standard training most workplaces offer, but what about the training your employees could benefit from that have yet to cross your mind? 

Maybe you haven’t heard of some new training programs, maybe there is a need you are unaware of, or maybe training simply hasn’t been a major priority.  Let’s dive into a few different training types and why they’re important for developing your employees and your company as a whole.

 

1. Professionalism Training

Professionalism Training is especially important when you have employees new to the company and want to set a precedent for how they interact with clients and coworkers in meetings, presentations, emails, and so on.  Setting standards for these professional interactions will ensure a cohesive interface for clients every time they meet with your company. 

Professional training can be best practices for professional dinner meetings such as what to bring, what kind of restaurant to take clients to, and whether dinner is an appropriate setting for the meeting.  Also, professional training includes ethics and social responsibility, the values of employees tend to align with the company and in turn, better quality employees inhabit the workplace. 

Lastly, professional training can be associated with presentations and the quality standards set when presenting or proposing information to a client.  This includes email expectations, when to utilize letterheads, and even workplace attire.  Setting these standards early paves the way for your employee to understand their expectations and to ensure your company leaves a great impression on clients and prospects.[3]

 

2. Interpersonal Training

It is extremely, extremely rare to come across a workplace that does not involve interpersonal interactions.  Interpersonal training can make or break a team as well as the culture of an office.  When employees learn how to communicate, respect, and collaborate effectively, there are going to be higher levels of productivity and employee morale will soar.  Interpersonal training can help individuals learn how to express themselves, understand others, organize teamwork, and cultivate a unified workplace. 

Not only is interpersonal training valuable in building a team environment, but it is also great for managing conflicts in the workplace.  When employees have the skillset to navigate conflict in the most effective and professional manner, it can help save and even grow coworker relationships.[4]  The NADIA Training Institute offers a great training program for Workplace Interpersonal Skills.

 

3. Diversity Training

“Tolerance and acceptance are the cornerstone of any successful business model.”[3]

Diversity training is important not only for interactions between employees, but also for employees interacting with clients or customers as well.  A heightened awareness and acceptance of cultural differences will help your employees to serve customers to the best of their ability which speaks volumes for your company. 

Employees interacting in a team environment also need diversity training to ensure collaboration and productivity are at the highest level of function for the ultimate success of the company. Check out  REVEX's blog post on Management Dynamics: 7 Ways to Manage Different Generations for some great suggestion on inclusion in the workplace.  Diversity Training supports a positive work environment for all employees and all who enter the doors of the company.[3]  ESSEC Business School offers a great Diversity & Inclusion in the Workplace course completely online through Coursera.  

 

4. Skillset Training

Finally, offering your employees opportunities to advance their skillset won’t only beef up their resume, it will also benefit your company exponentially.  Hubspot Academy offers an array of certifiable courses in sales, marketing, and service FOR FREE on their website.  This is a great way to bring some fresh ideas and skills to your team while helping them advance their personal skillset.  Investing in your employees is a great way to show you care, to keep them from being stagnant, and to keep your company moving forward.[2]

When I was a manager for a start-up company, it was a very small business. I had to wear many hats.  Luckily, I had a boss who provided me with all the resources to be successful and accomplish tasks where I had limited experience.  I’m a chronic learner, I never want to stop pushing myself and growing professionally and these free courses do not take much time and are full of valuable content.  Not to mention… MOST of them offer certifications FOR FREE! 

 

 

In conclusion, offering non-traditional training to your employees can prove to benefit them and your company in ways you have not considered.  Every opportunity for employees’ personal growth is an opportunity for your company to grow as well because employees run your company!  Invest in your people and they will invest back!  Please feel free to share any training or certification resources you recommend or ask any questions in the comment section below!

 

Also!  Don’t forget to subscribe for email updates on the left-hand side of this article!  

Thanks so much for reading!

Dani Barry
Marketing Manager
REVEX

Management Dynamics: 7 Ways to Manage Different Generations

Nowadays, walking into the workplace, you are likely to come across a range of different generations depending on the industry. Vast and rapid advancements in technology as well as delayed retirement ages have resulted in up to 5 generations being present in the workplace. ^[2] This changes workplace dynamics up quite a bit; presenting challenges for management when running teams with these differences.  

 

Let’s start with defining these generations and the tendencies they are likely to lean towards. 

Now, keep in mind, these are generalizations based on studies and cannot be applied to everyone in these generations- we are all still individuals here!

 

[3]

 

  

Managing a team with such different individual experiences, skills, and preferences can be quite a headache when you are trying to consider everyone’s specific needs. The best way to approach this is to look at it as a HUGE advantage.  Managing all comes down to how you harness this positive force of diversity in your workplace. 

 

 

Here are a few suggestions:

 

1- Embrace the value each generation brings to the table.  

 

If your target consumer market includes all these different generations on some level, then you have your target market’s opinions right at your fingertips. When your company is releasing a new product, launching a new campaign, or looking to attract a new audience, you can utilize your employees as they may be in your targeted audience.  

 

Diversity breeds innovation. When you need help with product and process improvements, you should consider arranging your teams to include combinations of each generation and encourage them to collaborate and share ideas.  If a group of people of the same experiences, generation, race, etc. come together to think of new ideas, they may come up with some great ones. However, true innovation will come when people from different backgrounds can come together, share their experiences, brainstorm, and expand on one another’s ideas.

 

2- Acknowledge Strengths

 

Too many times we make jokes about “those darn millennials” or how older generations may struggle with “the cloud.” While these jokes may be funny to some, they are only going to downplay the strengths each these groups.  

 

For example, older generations may struggle to keep up with technology, but they can rely on their new generation counterparts to help them out whenever they need to figure out where their document got lost in the cloud rather than just struggling.  Encourage each generation to use their strengths to help/prevent their counterparts from struggling within the office. On the other side of this, sometimes technology does fail us, and a system may be down temporarily. This is when the generations who did everything manually can step in and help the technology-reliant generations with how to continue being productive until the system is restored. ^[2]  

 

Encourage teamwork and discourage generation-based stereotypical jokes. We all know the stereotypes of each generation; we’ve heard probably all of the jokes, now let’s play on each other’s strengths and avoid the underlying animosity these jokes may generate. ^[3]

 

3- Do Not Assume or Generalize.

 

Just because I gave a basic outline of generational habits and preferences, it does not mean your employees within these generations will fit into those little boxes. ^[3] Nor should you place them into those boxes. Even as I was compiling the information for that chart, I found myself saying “wait, that’s not me, I’m not like that.” Likewise, you should not do that to your employees.

 

Rather, give them a chance to tell you how they like to interact, be motivated, etc. During an interview for my previous company, I had to complete a Culture Index (essentially a workplace personality test). ^[1] The results determined if I had the tendencies for the job (introvert/extrovert, logical /emotional based, etc.). This test was also used to see if I would be compatible to work with the team they already had in place. Finally, the company would recommend having your results posted in your workspace (they also had it online available on their online portal), so others could understand how you work and process.

 

This helped deter a lot of office drama because people would learn “Susan” was not “stand-offish” when she lacked eye contact or spoke little- she was just introverted and preferred to communicate via email.

 

Giving your employees this assessment can also give them a chance to show how they like to be communicated with, how they tend to think, and why they interact a certain way.  This is extremely valuable not only for you, but for their fellow employees. Keep in mind, this will also help you from generalizing your employees into these generational stereotypes and help you to manage them better in the long run!

 

4- Upgrade your workplace communication practices.

 

Communication is going to be a major part of building a cohesive team and needs to be a priority within management.  Though the blog post, 5 Ways to Revamp Communication in Your Workplace, is not specifically about managing different generations it has some great tips on improving communication, building company culture, opening communication channels, and educating your team.

 

5- Build a mutual mentorship program.

 

Mentorships can be extremely valuable, but have you ever heard of a mutual mentorship? This is where you bring together two very differently experienced people, maybe of two different generations, to work together and learn from one another. 

They learn an understanding of each other’s thought processes, share skills, and experiences, etc. ^[3] This can be a very mutually beneficial program that builds team morale throughout the company as well.

 

6- Survey. Survey. Survey.

 

Offer your employees a chance to be heard anonymously. Some generations are more passive, some people are shyer, and some employees fear speaking up because of consequences. Offer your employees a chance to make suggestions for a better workplace anonomously. With up to five different generations in one space, you need to offer different avenues of communication; surveying your employees is a great start. ^[2]

 

This survey can be multiple-choice, Likert scale, short answer, or a combination depending on how in-depth you want your feedback to be. Just like everyone has a different style they learn best in (visual, audible, hands-on), people communicate differently so these varying avenues are important.  

 

7- Be a scientist!

 

No, I’m not talking Frankenstein-style… Leave your employees intact, please. 

Experiment with your management techniques by making micro-changes. This means making small adjustments, sometimes large ones, as you learn about your team and their needs. If round-table collaboration is difficult with people talking over one-another, tweak it into smaller teams, or have a method where only one person communicates at a time. The best way to optimally manage your team is to be open to trial and change.  

 

Study your employees and what works best for them and continue to adjust until you find the perfect practices.^[3] Honestly, you may never find the PERFECT workplace practices, so adjustments may always be made. Make change an active part of your management style and do not give it the stigma of being a bad thing!

 

 

 

In conclusion, consider your employee and their experience. This consideration will bring more value to your management techniques as you can play to their strengths and create an optimal workplace for each generation to thrive. Embrace the strengths of each generation by getting to know your employees without generalizing them based on stereotypes. Innovation is formulated in diversity so create spaces for collaboration between differing generations.  

 

Thanks so much for reading! Feel free to comment anything you may have to add or ask! Be sure to subscribe for email updates on when REVEX posts a new blog!

 

Dani Barry

Marketing Manager

REVEX

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^[1] “Culture Index Inc.” Culture Index, www.cindexinc.com/.

^[2] Frey, Emma. “Managing Five Generations in the Workplace.” BSCAI, Building Service Contractors Association International, 31 Oct. 2017, www.bscai.org/Contractor-Connections-Hub/BSCAI-News/managing-five-generations-in-the-workplace.

^[3] Knight, Rebecca. “Managing People from 5 Generations.” Harvard Business Review, Harvard Business Publishing, 12 Aug. 2015, hbr.org/2014/09/managing-people-from-5-generations.

5 Ways to Revamp Communication in Your Workplace

“Great things in business are never done by one person.  They are done by a team of people.”

                                                                           -Steve Jobs

 

As the face of Apple Inc., Steve Jobs is one of the most successful and well-known entrepreneurs and businessmen of all time.  He KNOWS business.  He KNOWS the importance of a team. What is the root of a successful team? What is the foundation of a team? Communication.

 

Communication is the glue to a team.  Imagine the famous 1992 Dream Team (Michael Jordan, Scottie Pippen, Larry Bird, Charles Barkley, Magic Johnson, and others), out on the court with their mouths zipped shut and not saying a word.  Okay, that might be a bad example because they probably still could have pulled it off!  But unless you are a one-man team in your garage, you need communication in your team.  Even after you and your team have been together for a while you may need to revamp how you communicate!

 

Today, I will share with you some ideas and strategies you can use to help upgrade communication with your team...  It never hurts to go back and reevaluate your methods to make sure you have not veered away from a solid communicative base!

 

The first two suggestions are key for building a solid base for communication in your workplace.

 

1)     Establish your company culture.

 

This is a particularly important part of establishing a foundation for communication within your company.  The company culture sets the tone for respect, workplace norms, and expectations in the workplace society. 

 

A great starting point here is to define, or redefine, your company’s mission statement and core values.  These key factors in a company may become outdated and a refresh can bring a spark to your company culture.  You also want to reinforce this mission and these core values in everything your company does: coworking, sales, marketing, etc. ^[1]

 

Another great step in establishing company culture is understanding and embracing diversity. ^[1]  This awareness help to ensure no employees feel left out, unappreciated, or disrespected.  With a diverse workplace comes fresh and inclusive ideas to help revamp communication and innovation as well. 

 

When building your company culture, it is also important to show care for your employees.  This can be by having different perks for working in your company (gym discounts, pizza Fridays, snacks in the break room, etc.). ^[1] Show your employees you love and care for them anyway you can!

 

2)     Invest in a cohesive team

 

The hiring process is especially important for each individual you are considering bringing onboard.  When you are looking to foster communication in your office, you want to be sure to hire individuals who will feed that mission. 

Interviews should be thorough and take into consideration how the person expresses themselves, the clarity of their nonverbal cues, demeanor, manners, and anything else that will influence their interactions with your team for the position they are applying for. ^[4]  For example, you will want to evaluate the clarity of their nonverbal cues, demeanor, manners, and anything else that will influence the members of your team. 

 

Lastly, the new hire must embody and be willing to embrace your company’s culture, mission, and core values to ensure they are a great fit for the communicative environment you want to build.

 

These next suggestions are in no order but great for fostering and revamping communication amongst coworkers and employees.

 

3)     Open channels for communication.

 

Consider the layout of your office.  Does everyone have individual offices? How are cubicles arranged?  Are there common work areas? A breakroom?  Where can people convene either for work or for a break?  Think about how you could rearrange the office to give people more opportunities to interact. ^[2]  Even small policies such as an “open door policy” where those in their offices keep the door open unless privacy is required… I won’t lie, I got this policy from living in the dorms in college and it did wonders for making friends and meeting the people on our floor!  It also makes people less hesitant to reach out, chat, and collaborate.  A closed door can be intimidating. 

 

Another way to open channels is to welcome feedback both ways.  Managers can reach out to employees for suggestions on how they can better manage to make their voices her and improve reciprocated communication based on their needs and observations. 

 

Finally, the practice of “notice, connect, respond” is great for building between coworkers, superiors, and subordinated on a more personal level so work feels a little more comfortable. ^[4]  By noticing a picture on someone’s desk, relating to it, and responding to it, there can be a bonding moment between coworkers which tends to open communication when work matters arrive in the long run.

 

4)     Educate your team.

 

This is possibly the BEST way to revamp communication in your office.  Providing resources for your employees via email, in staff meetings, or in one on one meetings can help them advance their communication skills and make them a better coworker and employee. ^[1] 

 

One valuable resource you can share with your team is this list of TED Talks which focus on communication. ^[3]

 

Another way to educate employees on interacting is to bring in a communications expert.  They can give insightful presentations, evoke participation in activities, and provide even more resources to expand employees’ knowledge base.

 

5)     Build team morale.

 

When work isn’t such a miserable place to be, employees have shown to be happier, more productive, and employee turnover rates drop. ^[1]  Investing in workplace morale is well worth it for the company cost wise as well.  With happy, productive, loyal employees comes less training new employees, less time off, and increased production and profits. Companies can boost morale by working to build traditions in the workplace (celebrations for big sales, team bonding activities, success incentives, perks, etc.).  

 

 

In conclusion, effective communication in the workplace can be the solid foundation for a companies success.  When communication is revamped, employees will be more productive, happier, and more loyal which will make the company thrive in the long run.  Communication promotes innovation and creativity to expand between workers where ideas can flourish where one individual may not have been able to grow it alone.

 

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In-House or Out-House? …I Mean, Outsource!

              Could a third-party firm save you thousands of dollars & hundreds of headaches?

 

Whether you are a CFO of a healthcare organization or the medical biller, a third-party may be the solution you don’t know your facility needs.  Let’s weigh the pro’s and con’s of hiring outside of your facility for a more efficient Accounts Receivable operation.   

 

Consider your facility’s in-house billing methods; think about the routines, the hassles, the “easy stuff”, the headaches, the questions- visualize Everything… even the stapler.  What are the most important factors in your medical billing processes? It is likely you are thinking labor costs of billers, return on investment of said labor, and reports or statistics on efficiency.^[1]  Keep in mind were talking about the processes here and optimizing said processes via in-house or outsourcing.  I challenge you to use your open mind and compare all of the dynamics of both in-house and outsourced billing methods.  Of course, feel free to ask any questions in the comments below, or even shoot me an email at dbarry@mcaskilled.com!

In-House Billing

In-house medical billing departments are most beneficial for facilities who prefer a more hands-on management of their operation.^[4] This is because it allows you to have direct oversight, the billers are accessible, there is an assurance of security of sensitive materials, and even the convenience of maintaining your existing system and software.^[2] 

Now on the other hand, consider the cost of having an in-house medical billing operation: managing personnel (salary, benefits, time off, training), entry errors, liability (embezzlement, physically on site), and employee turnover.^[3]  I got a headache just typing that out!

 

Let’s consider outsourcing your medical billing…

Of course, utilizing a third-party billing company, you do give up some control... but relinquishing some control comes lowering YOUR responsibilities as well.^[4]  Let’s face it, who DOESN’T want to give up some of their responsibilities!?  Also, sometimes with third party companies comes a lack of transparency with hidden fees, variable costs, and even security.^[3]  Additionally, you may want to consider quality control, company culture and how bringing in a third-party will affect the morale of your team.^[2]

Do the benefits outweigh the costs with outsourcing your billing? I will let you decide, after all, you know your company and your needs much better than I do! I would love to play a role in this decision process so please feel free to email me with any interests or questions on the matter!

Imagine having 25+ experienced billers to work your claims… these billing managers are trained to be accurate, compliant, timely, knowledgeable, and efficient as possible.  Along with 25+ billers, there is an RPA (Robotic Process Automation) working on your claims and follow-ups with automated follow-up scheduling, automated notetaking, accuracy, and SPEED!  That’s right, ROBOTS doing your medical billing… Robots who never take off, never get tired, don’t require benefits, and do not need training due to high turnover.  With a third party, like REVEX, your billing costs lower, cash flow increases, and your time frees up to get more done outside of your medical billing shenanigans!^[1]  REVEX, for example, offers a customized billing package ranging from routine follow-ups, denial management, old AR collections, and complete billing services. With our combination of billing service and software we can create the ultimate customer experience to meet your needs.  REVEX is a combination of service and software to create the ultimate custom billing solution your facility needs.

 

These statements are based on our market research, feed back from clients, as well as on years of experience REVEX has in the industry.  Every healthcare facility has different needs. We’d love to hear about your experiences and gain some insight on whether a third-party solution is optimal for you.

Please email me for your free consultation, quote, or trial!

 ______________________________________ 

^[1] Barry, D., & Cobb, H. (2020, June 10). [REVEX Market Research Survey]. Unpublished raw data.

^[2] Casarez, C. (2018, April 09). In-House vs. Outsourced Medical Billing: Pros and Cons. Retrieved June 30, 2020, from https://www.carecloud.com/continuum/in-house-vs-outsourced-medical-billing-pros-and-cons/

^[3] O'Connor, S. (2015, August 18). Weighing the Pros & Cons of Outsourcing Medical Billing. Retrieved June 30, 2020, from https://www.adsc.com/blog/weighing-the-pros-cons-of-outsourcing-medical-billing

    ^[4] Patel, D. (2017, July 17). The Pros and Cons Of Outsourcing. Retrieved June 30, 2020, from https://www.forbes.com/sites/deeppatel/2017/07/17/the-pros-and-cons-of-outsourcing-and-the-effect-on-company-culture/#2b9363cb562d

It’s All Greek to Me! - Learn the Language of Medical-Billing Notes!

According to a Market Research Study hosted by REVEX, around half of medical billers utilize Excel spreadsheets for note taking.  Others use emails, word documents, and their current Patient Relationship Management Systems to maintain notes. ^[3] 

This can present issues when it comes to communication between employees following-up on the same claims; for example, one employee is calling on a claim to follow-up and gets told one thing, while another logs into the online portal and receives different information.  If both employees are taking notes in excel spreadsheets, they may not be receiving real-time updates on the status of the claim and there is a disconnect there.  Also, having two employees following up on the same claim is not efficient when it comes to labor costs. 

What if there was an easier way? A faster way? And automated way? A standardized method to taking notes that saves time and lowers error incidences on your claims... Keep reading if you are tired of your current process and are looking for a way to improve the accuracy and efficiency of your notes/follow-ups!

Let’s review what GREAT notes look like:

1. Great notes are easy to read, clear and concise.  

They should describe the actions you took to reach the conclusion of the claim.  It is ok to use shorthand if the method is standardized amongst all users.  A user should be able to read the last note and know exactly what you did and what needs to be done next.  We recommend a 1-2 sentence summary or action step for each follow-up note.

 

2. Great notes direct you through the follow-ups.

Notes should document actions taken as well as next steps to take.  This allows smooth transitions between billers following up on claims within the same team.

 

3. Great notes set your follow-up schedule/timeline.

Notes should all be tagged with a date/timestamp for accountability and communication between employees.  This will also help save time as you can schedule your follow-ups based on payer and how quickly they process claims/updates.

4. Great notes are accurate, current, and detailed. 

They should include the claim number, the source of the update (called, checked a portal, emailed rep), payment information (Check/EFT number, amount paid, and any other items like copay or deductible).  When it comes to standardizing the language used in notes, it may be helpful to have a template or form for your billers to utilize.  When it comes to being detailed, we highly recommend using call reference numbers when communicating with payors as these can easily be traced or recorded.  Whenever you get a call reference number, you can also help guide customer service reps on subsequent calls so that they can quickly help you on your needs.  You should update the notes at least weekly, so you do not have to spend time in tracking down information as claims pay.

 

5. Great notes are relevant, productive, and include vital information.

Nothing is more frustrating than reading a note and it does not include any new or relevant information.  This goes back to my first and third point of notes needing to be concise and detailed, but I wanted to make the points of relativity and productivity stand out.  Save yourself from frustration and have value-added notes. ^[1]

How can I improve my note taking process?

·       Utilize forms or templates to standardize what needs to be included in each note update.  REVEX offers this feature in our software with a simple form.  With REVEX, our notes can also be automated depending on what custom package you have with us.  Our Biller’s and software automatically update these notes in our software in a concise, productive manner so our teams are always on the same page with live, accurate updates!  See the screenshot below for a sample of the notes form we use:

 

·       Training is key.  Training your staff in a manner that they each utilize the same process is crucial to a cohesive billing team.  This ensures little to no time wasted, higher accuracy in note taking, and great team morale by lowering frustrations.^[2] REVEX also offers services when it comes to training your billing team.  If you need someone to help you develop a billing plan, more efficient note-taking methods, or training your employees- Schedule a meeting with REVEX today!

·       Hold Reviews for your team.  This is a great way to go over their work and help them improve processes and productivity.  Review things like their time spent on certain billing tasks, accuracy in filing claims, note-taking efficiency, and even discuss their needs to improve their work environment.  A review should be both ways to the employee feels heard and can make suggestions for improvement as they are such a strong part of the process.

 

To conclude, note taking is an important part of the medical billing process when you are looking to save time and money.  You can save more time, be more efficient and be more productive by focusing on strategies that reinforce communication and expedite processes. This will help avoid claim errors and miscommunications. REVEX is eager to help you build a custom plan to address your team’s needs. Schedule a meeting with us to get your free quote today!   

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[1] Lundin, Elizabeth. “How to Take Better Notes: The 6 Best Note-Taking Systems.” College Info Geek, 8 Jan. 2020, collegeinfogeek.com/how-to-take-notes-in-college/.

[2] “The Medical Billing Process.” MedicalBillingandCoding.org, MB&CC, 6 Sept. 2019, www.medicalbillingandcoding.org/billing-process/.

[3] REVEX. (2020, June 1). Market Research Study.