Anybody managing or owning a business should know one thing: to hire and maintain quality staff. That goes true with any kind of establishment, even in Audiology. Audiology staffing involves audiologists and administrators, hearing aid dispensers, and personnel alike. Audiology practice can be very costly in terms of recruitment and training, and sometimes can take away so much if there is a waste of time and productivity. This is the reason why it is important to hire the right people. Not only that, but also to keep them productive and effective all the time. Of course, in order to keep this goal, employers must keep in mind that employees expect annual salary raises and benefits, despite of economic problems.

To find the right audiology staff, it is essential to know that aside from the skill or the knowledge of the person, personality or a good attitude is what really counts. Skilled people but with the wrong personality may break a team or the goal of the company whereas people who have good personality make or build a successful company. What's more important than skill is that people in a team who complement each other's strengths and weaknesses can reach success. A person with a good personality can always be taught some skills, but a skilled person with a bad personality will unlikely be able to change.

Understanding employees' professional needs and feelings will help in maintaining the quality and effectiveness of their work. Each employee deserves the right amount of compensation depending on the type of work performed. Salary raises, other benefits, promotions, appreciation of performance, a healthy working environment, and so on motivate the employee to perform better. Every employee has different needs too. Knowing what is important to them will help an employer evaluate the condition of the working environment and what needs to be done. Professional needs change from time to time.

Employers should teach employees that raises can be earned through productivity and good results. Both employer and employee should identify the factors that relate to productivity. For audiologists, patient satisfaction is one. Also included are gross revenue generated, binaural percent, return and exchange percent or other key performance indicators over which the audiologist employee has control. Support personnel can practice productivity through battery or ancillary product sales, appointment efficiency and collection percents.

If both employers and employees are happy, then both can perform well in giving the best service to hearing patients.