The issues above can be costly to your medical practice or business in terms of time and money! A human resource audit of recruiting and staffing process can reveal potential cause(s) for such problems. Trained HR professionals can lift hood and review current procedures, processes, and tools being utilized or not. He or she can pose a series of pointed questions, which will also uncover a great deal of valuable information. Once cause(s) of problem is clearly understood, recommendations to improve or eliminate problem can be made.

Even so, a contract can provide foundation of a mutually beneficial business relationship and give you processes to end alliance should that become necessary.

Think about all things that could go wrong and how you would deal with them. What if one of partners wants out? If partnership splits up, who keeps clients? Who signs contracts? How will you handle a situation where one partner fails to fulfill his or her obligation?

Consider issue of liability not only from legal perspective but also as it pertains to image. What happens if one of partners either performs poorly or fails to perform at all? An attorney can review your agreement and advise you so you’re protected against legal liability, but you may still be putting your reputation at risk. Take time to get to know a prospective partner, gain confidence in his or her abilities and reliability, and check references.

Where do you find good partners? They’re pretty much everywhere. Clients may also serve as catalyst for a partnership, or contacts may be made through various networks.

As successful as partnering can be, don’t rush into it. Define your niche and your client base, and develop trust with your clients first. Once your business is established on its own, then look for ways to enhance it through partnerships.

Copyright 2004 DeFiore Enterprises