Case study 1.
Creating elite teams to maximise profit
The practice was very profitable but felt they could be much more so.
Eight legal worked with the practice on a consultancy basis to change employee attitudes and build resilience. A ‘can’t do’ attitude existed and many staff members would go off sick if challenged about their performance. Sadly this seems to be very common in the Veterinary profession. After in-depth interviews with key members of the team, we helped the practice to implement a tailored ‘Elite Teams Plan’. This included changing all contracts of employment, introducing performance planning and personal improvement targets and returning to work interviews. Sick pay was removed from the contracts and made discretionary.
Some staff decided to leave, as they did not appreciate the new business-like approach and the new high performance culture.However the practice increased its profit by 10% in twelve months.
Case study 2.
Overcoming unwillingness to change
A practice joined in 2015 following several years of unhelpful HR advice from an insurance backed, large HR generalist. The directors wished to move the business on and wished to implement new business ideas that had helped many practices become more profitable. The directors faced complete unwillingness to change from several employees, including a senior vet and reception and nursing staff. The senior vet was uninterested in doing anything to aid flexibility or alter terms and conditions of employment even slightly. A collision course was unfolding between the vet and the directors.
The senior vet had to be removed and fought a hard legal battle all the way becoming increasingly bitter and keen for compensation. It also became apparent that another staff member had stolen large amounts of cash from the practice. We assisted in the subsequent investigation and ensured that almost all of the money stolen was recovered. The employee concerned had to leave without a reference and with a significant hole in their CV to attempt to explain to their new employer.
The rest of the team rallied round, and is now optimistic, open to change and accepts the need to increase profitability by embracing new business ideas and working practices.
Case study 3.
Dealing with "very disappointing attitutes"
A very profitable small animal practice was suffering from what it described as “very disappointing attitudes” from some of its staff, compounded by ambiguous and overly cautious advice from its generalist insurance backed HR provider.
The practice decided that it had no choice but to remove a vet, having tried hard to get her on board and failing. They had budgeted £50,000 to remove the vet and approached us for advice. We were pleased to be able to facilitate the removal of the employee for less than 50% of this sum within a 21 day timeframe from first contact.
The practice reports a much happier working environment and has seen its profits increase substantially.
Case study 4.
Helping the practice to thrive
We were approached by a practice who had a long standing issue with a practice manager who had become deeply offensive to anyone who was not in her clique. It was clear that she had been in position for 15 years and had no respect for the directors, some of whom were new graduates when she was in position. The practice manager was holding the entire business back and was the person who decided who to use for HR advice. She obviously felt invincible and could not ever envisage being removed or even challenged. It was clear she saw her job as being one for life. She resisted any change that she did not agree with and would not work with anyone who was not part of her clique. The directors decided it was time to take action.
Eight Legal were asked to advise and the employee was removed from her employment within six weeks.
Since then the business (which is very profitable) has thrived and the working atmosphere is vastly improved. As is often the case in such situations, the clique that had built up around the ex employee broke apart. While one also moved on, the rest have become much more effective employees, helping the practice to grow.