Since January, we have divided our standard newsletter into three publications: (1) DPMs, (2) vendors/exhibitors, (3) meeting planners & organizations. Each is different for obvious reasons, however, my hope is that you will find the articles below useful as a physician too!

Check ’em out…
Noteworthy takeaways from pop culture.
(from March 2024 exhibitor newsletter)

I have my guilty pleasures, like we all do, and this weekend I binged a show on Netflix called, “Buying Beverly Hills.” I’m not going to get into the premise, but the point is, one of the episodes showcased a perfect example of a concept I had been thinking about. It was almost an act of kismet that it was portrayed on the show at the very moment I was outlining this newsletter.

The show depicted a scenario where one the agency’s very successful real estate agents was considering going to work for a competitor because he was not being recognized for his strong performance.

Quick note: this post is specifically for owners/managers/team leaders…

Before I was self-employed, I (like many of you) observed injustices in employee recognition. We’ve all seen someone who was deserving of a specific promotion or award and was overlooked for one reason or another; the overlooked person may have been you in some cases.

We all love a bargain, right? Of course. However, I implore those of you who manage people to avoid relishing in getting a “steal of a deal” when it comes to the players on your team.

When young people enter into a new job there is, of course, a realistic expectation of both job title and salary. I have found that genuine and talented individuals are OK with paying their dues and they find true value in the experience they are gaining and the skills/lessons they are learning in the real world.

Here’s my bottom line advice…
make sure to recognize those rising stars EARLY.

These people know their worth (or they realize it eventually), but they are also humble enough to not push for advancement… until it goes too far/too long. This is a dangerous situation for the manager/owner because these are the same people who may find it uncomfortable to ask for advancement. They also may develop feelings of resentment for the fact that they would have to ask.

What usually happens, then, is the valuable employee stays silent and begins seeking a job elsewhere; somewhere that sees they are no longer a rookie, but someone with both a skill set – oh and a client list (depending on your non-compete agreements).

I remember working for a marketing agency in my mid-twenties where something similar took place. I didn’t feel I should have to ask for recognition (nor was I comfortable doing so). When I went to my boss’s office and told him I had decided to take a job elsewhere, he offered me more money to stay (after throwing his wireless mouse across the room).

I asked him that if he was this upset over losing me and was willing to increase my salary, why didn’t he offer that to me earlier? If I was a valued asset to the team, then I should be treated as such. Additionally, while some people may have taken the offer of increased salary, I was not going to continue coming into work each day with the feeling of (for lack of a better word) weirdness. We spend too much time of our existence with the people we work with to settle for constant awkwardness.

There are several additional arguments as to why managers/leaders need to stay ahead of the game when it comes to employee appreciation, but I’ll close this article with the points above and encourage any of you in a leadership position to take a moment sooner than later to think about your team.

Is there is someone who, if they left, would be devastating to your success; or would be difficult to replace? Is there someone who you have invested in (in regard to education and training) that could take those skills elsewhere?

I know it’s not always possible to hand out huge raises or bonuses, but also keep in mind that while money is vital to anyone’s career and livelihood; there are other ways to recognize great work.

Thoughts? Questions? Email Me!
Sarah Breymeier:

-Sarah Breymeier