Shared receptionist ideas

[goodheart19512007]

I'm looking for ideas on how to equitably share the costs of having a receptionist. Our wellness centre / yoga studio operates with several independent contractors on the wellness centre side, each with varying work schedules. Some from as little as one day/month, and some 3+ days a week. Some ICs say they don't need the service as the manage their own bookings, but in reality the receptionist is still there to greet their clients, answer the "I'll be late" phone calls etc.

Does anyone have a system for doing this so that everyone shares the load?

Darren

 

[Pompal 09.]

Shared receptionist ideas

I don't have any tips... but I did find these two articles which may have something in them of help:

• http://www.ldsco.com/shared_employees.htm
  
• http://www.myazbar.org/Members/LOMAP/Files/OfficeSharing.pdf

 

[thejanith]

Shared receptionist ideas

I'd have to say if some of the therapist have no use for it, they won't be interested in any split.

 

[Karl]

Shared receptionist ideas

It would be more fair to make the reception expense a portion of the rent paid by each MT. No more bickering about who uses it, and perhaps some motivation to use it more efficiently to grow their practices. By not taking advaneforum.xxxe of paid reception, those MTs are missing a great opportunity to promote themselves. A good receptionist can do wonders for growing one's clientele.

 

[Mr McGoo]

Shared receptionist ideas

I quite agree with Jason.
A good receptionist can get the client in the door - something that you can't do if you are returning phone calls hours later.
By that time the potential client has moved on and forgotten all about you.
A receptionist is only part of running a business. They can do other things besides answer phones, greet clients, and schedule...they can process payments, do various housekeeping duties, assist in tracking inventory, promote sales and rebookings...
To pay the salary of this person it makes perfect sense to calculate this into the "rent".
I am assuming with the varying schedules that each person pays a different dollar amount as it is.
So it can be a perceneforum.xxxe add on.
I don't know how you are running your operation - if it is a co-op, partnership, or just renters.
In the future you can write up your agreements to include reception/scheduling services.
I don't think that you can afford to let anyone "opt-out"
I don't know if you have contracts or not.
If not - then it's your call (if you are the "landlord").

Many people will be resistant because of their "bad economy" mindset. If you can "afford" to let these people go and get in others who are more in alignment with your goals then be prepared to do go that route.

It would be more fair to make the reception expense a portion of the rent paid by each MT. No more bickering about who uses it, and perhaps some motivation to use it more efficiently to grow their practices. By not taking advaneforum.xxxe of paid reception, those MTs are missing a great opportunity to promote themselves. A good receptionist can do wonders for growing one's clientele.

 

[Pompal 09.]

Shared receptionist ideas

I also agree with Jason on this!
The #1 priority at your front desk is a friendly, knowleadble, helpful, competent receptionist.
She (or he!) is the "face" and "voice" of your spa.
There is nothing worse than dealing with a receptionist who doesn't want to go the extra mile to help clients, whether it's offering a beverage, checking extra scheduling dates and times (or suggesting one!), or being rude on the phone to a client! (Or many worse stories I could think of!!!)
I highly recommend getting a great receptionist who will promote your business, be efficient, keep your place neat and clean and well filed, be pleasant "AT ALL TIMES "with clients, and who is willing to do what it takes to run the business aspect.
You are basically trusting this person to create a good experience for your clientele and staff, and happy clientele and staff = money and good karma!
I also think you should interview for the right fit for your business, you should give them discounted or free massage (perhaps 1/2 hour or hour a month, rotating through therapists? Perhaps in exchange for a bonus/vacation or something?) so that they understand each therapists touch and what they do (and can tell clients!) and that you PAY them well. You will get a better quality of receptionist if you pay above rate, such as $12 - $15 hourly. It might seem like a lot initially, but a good, happy receptionist can be their weight in gold!

 

[Pompal 09.]

Shared receptionist ideas

We are working on incorporating this into the new renter's agreements. Thanks for the good advice.
I think both the practitioners, and yoga teachers are realizing that the receptionist is far more than a voice to answer the phone.

Since we have many modalities under one roof, the sales aspect is becoming important in the eyes of the renter. Everyone now is providing "education" sessions to the receptionist so that she can effectivly answer phone questions, and the receptionist knows it's part of her responsibilities to be very familliar whith what the practitioners do. She is taking several of the yoga classes, and has had several bodywork sessions.

As this is a big growth for us the learning curve is a bit steep.

Thanks.

 

[the fullback]

Shared receptionist ideas

The best part of this situation>? Maybe your receptionist will fall in love with one of these aspects of health care and decided to join our field!