As in any industry, when you are managing a team of medical professionals, it is challenging, if not heartbreaking, when it comes to firing a member of your team. But a medical degree isn’t the only thing that matters in being a medical professional. A proper bedside manner, decent working relations with staff, and proficiency with their specialty should be maintained at all times, especially since running a hospital is a landmine for lawsuits. As someone in an administrative position handling your hospital’s operations, you are accountable for the quality of service that your staff provides.

A medical malpractice lawsuit could result in thousands and even millions in debt for your business if proper action against the act is not addressed. Besides a compensation fee, letting go of the staff in question is also a part of the deal. Firing someone from your team has to be done, and here are some steps for you to watch out for with regard to making your next move.

Breaking the news

At best, you’ll be parting ways with a medical professional on good terms. At worst, you’ll be facing legal ramifications and a general sense of unease in the workplace from your staff. But running a hospital is no playground, and tough decisions have to happen even if they’re not desirable. Being frank and transparent about the situation as much as possible will help clear the room for potential rumors or fake news spread in the office lounge. Be precise and brief with the announcement by dealing with the first step of asking your employee whether they wish to handle the statement or to let your HR handle the situation.

Debriefing your staff

In the spirit of transparency, you need to assure your employees with regard to the issue. Losing an employee isn’t easy for anyone, and much of the blame might be redirected at you as someone who’s sitting in an administrative position in the hospital. Instead of sending a group message through e-mail regarding the events or leaving a memo on your bulletin board, it might be a better idea to face your employees to answer any questions that they have about the matter.

Fill the void ASAP

A business cannot run at its full potential if it’s missing its core components. Find a replacement as soon as you can, as it will help you mitigate any cause for prolonging any ‘temporary’ organizational practices such as the delegation of tasks or transmission of information between employees.

If you’re about to fire someone in an administrative position, such as a head of Oncology or similar department, you might want to consider looking to your existing roster of employees for potential candidates. You should also consider broadening your perspective in hiring practices by looking at recruitment firms such as who can connect you to different practitioners who have interviewed with them, for your ease of access.