Talent Management

The great resignation of 2020 continues to impact us today in optometry. Being able to attract and retain talented staff members has been more difficult than ever.

The Corporate Optometry Facebook group found that O.D.s seek out fair compensation, flexibility in their schedule, and an employer with a purpose to help them grow and advance the profession. Here, intel on these crucial elements of a successful practice.

COMPENSATION CUES

Corporate O.D.s should be compensating appropriately based on volume and growth of the office. To do that, O.D.s need good, competent staff members to be able to make the workload more efficient.

“Start by paying appropriately,” shares Joel Riggs, O.D., who practices at Visionworks in Colorado. “What is a corporate O.D. worth if their net collections are in the $2 million range?”

This also applies to the staff already at your practice; invest in the O.D.s whom you have now.

“The one thing that surprises me is that companies still spend most of their time recruiting new doctors instead of making sure they keep their current employees happy,” says Michael Hay, O.D., who practices with MyEyeDr. in Florida. “Invest in your employees or don’t be surprised when they leave. Remember, it costs two to three times an employee’s yearly salary to replace them.”

Many companies, such as MyEyeDr., provide opportunities for growth and annual salary increases.

RESPECT THE BALANCE

Work-life balance has been a major focus over the years, as optometrists need to be able to enjoy their careers beyond the exam lane. How can you promote this balance at your business?

“Saturdays off occasionally without pushback,” suggests Dr. Riggs. “A career includes outside-of-work life.”

CULTIVATE CULTURE

Ultimately, O.D.s want a true partner, and want to feel part of something bigger and be included.

“We attract amazing talent because of our culture,” says Laurie Lesser, head of professional services at Bailey Nelson U.K. and Canada. “At Bailey Nelson, you can bring your whole self to work. What you look like, where you’re from, and who you love are all accepted here. Doctors are treated like human beings, not a refracting machine in the back room.”

Optometrists also want to have corporate partners that help expand influence in the industry and make it better for the advancement of the profession.

For example, Warby Parker offers professional development opportunities related to both optometric and nonclinical topics.

“Examples of this can include special projects across other internal teams, testing new equipment, and taking part in an annual O.D. summit,” says Pratil Lal, O.D., senior director of medical and professional affairs at Warby Parker.

Plus, Warby Parker’s Racial Equity Strategy continues to find ways to increase inclusion, equity, and diversity within the eyecare industry—such as the Warby Parker Scholarship at the New England College of Optometry, which covers tuition for Black scholars.