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How Bad Regional Managers Drive ODs Away from Corporate Optometry

There are many modes of practices available to optometrists. Corporate Optometry has become more popular than ever to many ODs, they usually start their career by working in a commercial establishment. Many times regional managers can make or break a decision for an OD.

Working in corporate optometry has its own perks. Optometrists receive steady paychecks and they can make more money with annual raises. Some ODs are simply not interested in running a business.

Here’s how bad regional managers drive ODs away from corporate optometry

They Create Politics

Vindictive managers threaten the job security of their employed ODs. A leader should be the one to set a good example. Instead, they misuse their power and authority to put down the optometrists and to show them who the boss is.

They Give Unfair Criticism

Bad managers don’t understand the difference between constructive and unfair criticism. They can create unfair working environments. If one OD is able to do something than it should be good for another OD in that region. start insulting their employees instead of teaching them. If an OD is able to leave early and another is not then an OD can start feeling pressurized and unappreciated.

They Bully and Abuse

Regional managers, who are bullies, use abusive tactics to communicate with the optometrists. Ignoring issues and emails, and using the silent treatment can be viewed as a bully behavior. If you are being ignored than contact your Professional Relations department.

They Have an Ego Problem

If a corporate optometry has leaders who are know-it-alls, then it’s a huge problem for the employees. Egoistical managers will put all the blame on the employee when things go wrong and will take all the credit when they go right. Nobody likes someone who thinks that they are not capable of making mistakes.

They Silence Their ODs

Silencing the voice of employees is unethical and can make them feel unappreciated. A good leader listens to what the people have to say. If the employees feel that they can only talk about something when it’s safe to talk about it then it’s a sign that they have dominant leaders. Those leaders think of themselves as unquestionably right.

They Lie or Do not give credit

Manipulative bosses lie to their ODs in order to move their own agenda forward. Sometimes ODs are blamed for the business going down, other times when an OD is doing something to help the business, they do not get the credit they deserve. Make sure that your work is being acknowledged and also is know by corporate headquarters.

They Start Micro-Managing

Being a team leader doesn’t mean that one has to take control of everything. Finicky managers want to monitor and personally control each and every movement of their team members. No optometrist would like to be micro managed.

Managers play a vital role in the success of a business. Companies lose good employees just because of poor management. Regional managers tend to focus on the dollars flowing in the door and forget that ODs are the most essential part of their business.

Characteristics of an Excellent Regional Manager in Corporate Optometry

Characteristics of Excellent Regional Managers in Corporate Optometry

Trust

They respect what ODs do and encourage ODs to practice the way they choose to. Don’t interfere with OD business. They understand that in order the optical to grow the OD side of the business needs to grow as well.

Work-Life Balance

They promote work life balance. They know that people work better and collaborate more if there is a balance. Burn out in corporate optometry is real.  Promoting a work life balance can help off set the burn out. Happy ODs can focus on growing a business and will result in increase in optical revenue.

Alignment

Keep optical staff focused on long term goals that includes growing the Doctor side of the business. Great regional managers understand the the patient experience is not an optical sale. Working with the Doctor side of the business will promote eye health and an image to the patient to continue to see the OD at that location. In the long term the patient that continues their care with that OD is more likely to continue to purchase from that optical. It can hedge from online retailers.

Support

Recognize and reward the optical staff and OD. Without the team goals can’t be achieved.

They encourage growth and want to see the OD business succeed. In the long term it will benefit the optical.

They won’t sacrifice the Doctor’s business to grow their own. Regional managers will not influence ODs office to offer quick services or cheapest eye exam in the area. They recognize this tactic will not grow the business in the long run.

Create a Culture of Accountability

They understand each location has unique strengths and weaknesses and use those intuition to create a strategic plan.

Provide resources to improve optical performance and find solutions. They do not blame.

When something goes wrong great regional managers work with the optical team and OD. They are accountable for their own results.