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Tina Chemini
How to stay up in a down economy

January 2010 | dlpmagazine.com
Competitive Edge: Employee Management

Management is difficult enough without  having to manage in a down economy. We are concerned about our businesses, the welfare of our employees, as well as our own welfare as we wait for things to turn around. The experts tell us the upturn is coming, but I doubt that you, like me, have seen many positive economic signs.

Employee Management: Full team ahead

Constructing a strong professional team starts with a solid foundation.

Staying up in a down economy

Management is difficult enough without  having to manage in a down economy. We are concerned about our businesses, the welfare of our employees, as well as our own welfare as we wait for things to turn around. The experts tell us the upturn is coming, but I doubt that you, like me, have seen many positive economic signs.

I was told recently that economic trends hit the dental industry about six months after they hit other industries, so it looks like we may have a ways to go. Think about the points below as you continue to manage through our current economic downturn.

Managing remotely

Do you have employees who work from home? Or employees such as sales reps working on the road with no set home base? Or how about employees working in an established location but being managed by an off-site manager such as in a satellite lab?.

If you do, you know managing off-site employees in each of these scenarios has its rewards and challenges. If you are considering a remote management situation or are being challenged by an existing situation, keep the following key points in mind.

Choose the right people

Protecting personal information

Our consciousness of personal privacy was elevated several years ago with the passage of Health Insurance Portability and Accountability Act of 1996 (HIPAA), which was designed to “restrict the uses and disclosures of participant’s personal health information (PHI) by an employer’s medical plan.” This law created a protective wall between the employer and medical plan, thereby making it illegal for an employer to use PHI to make employment-related decisions.