How you should be supported as a new practice manager 

Here are some tips for your new team to make sure you’re supported in your new role

CREDIT: This is an edited version of an article that originally appeared on GP Training

How to support a new practice manager:

• Check in with the practice manager weekly in their probationary period, then fortnightly for next three months. Review the frequency of check-ins after this. 
• Be encouraging; the role of a practice manager is quite an isolated one, so offer your support.
• Let the practice manager know that they have your backing 100% in the management of the team and the practice.
• Remember that the practice manager has up to 40 team members, plus attached staff to deal with, so some days they can be bombarded. Try not to bother them with a problem another member of the team can deal with.
• Take time out to ask how the practice manager is getting on. Ask to see the accounts file, current bank account statement or other practice data and show an interest in their work.
• Agree objectives with the practice manager and review achievement of these in April prior to a decision about any performance related bonus.
• Recognise the pressure points on the practice manager at certain times of the year, or due to certain events. Make an effort during these pressure points to check that they are managing their workload.

In addition, certain events can add significantly to day-to-day workload, so be mindful in these period that the practice manager is getting enough support. These events include:

• Partner leaving, joining, altering work pattern.
• Staff vacancies, sickness, maternity leave.
• Extraordinary events – e.g. flood, break-in, new build, computer failure.
• Difficult staffing matter.
• The introduction of a new DES.

Finally, remember that, as with anything in life, you get out of a practice manager what you put in. Invest in your practice manager in terms of time, support, training, guidance, decision-making and interest.