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8 Reasons to Visit A Sports Medicine Doctor



8 Reasons to Visit A Sports Medicine Doctor

Unlike the common misconception, a sports medicine doctor does not solely assist professional athletes, they could also work with amateurs and non-athletes. These doctors concentrate on conditions affecting the musculoskeletal system, as well as injuries acquired in sporting activities. So, if you are struggling with a problem in your shoulder, hip, ankle, back, and knee and are uncertain what is prompting your discomfort, Glen Rock sports medicine specialists Dr. Kevin McElroy and Dr. Steven Ferrer can help. Read to discover the common reasons you should make an appointment today.

1)      To Assist You with A New Injury

Sports medicine experts can assist you in diagnosing and planning your rehabilitation after an acute injury. Your injury does not need to have been triggered by exercise or sports. Sports medicine deals with a wide range of accident-related injuries.

2)      To Assist with A Chronic Injury

Some injuries, such as back and knee disorders, can last a lifetime and necessitate long-term care. Your sports medicine doctor will devise a treatment strategy to assist you in dealing with and recovering from your chronic injury. This plan may involve things like pain management and particular exercises.

3)      To Improve Your Performance

For anybody looking to improve their performance in their select sport, whether professional or amateur, a sports medicine specialist could assist. By doing full-body evaluations, these specialists can discover your areas of weakness and strength. This knowledge aids you in determining what areas require additional attention to improve performance.

4)      To Obtain Pain Relief

The agony that accompanies an injury is unavoidable. Regardless of whether it is long or short-lived, your sports medicine doctor could advise you on pain-relieving options appropriate for your situation. These solutions may include joint or muscle injections for pain relief, shockwave therapy, acupuncture, etc.

5)      For Care of Tendon or Joint Inflammation

Sports medicine specialists are skilled in identifying all kinds of musculoskeletal diseases, including inflammatory diseases. Whether you are struggling with bursitis, osteoarthritis, or tendonitis, your doctor can help.

6)      To Avoid Injury

Sports medicine specialists could assist you in avoiding injury while participating in sports or exercising. By working closely with your provider, you can learn safe exercise routines and obtain counsel on which exercises are best for your requirements and abilities.

7)      To Relieve Foot Issues

Foot pain is a prevalent concern in both professional and amateur sports. The initial step in addressing foot discomfort is to get a proper clinical diagnosis. Your sports medicine specialist will help you figure out what is causing your foot discomfort and the best treatment options.

8)      For Healthy Lifestyle Management

If you are thinking about starting a new workout routine, seek guidance from a sports medicine doctor first. This type of consultation could help you avoid injury and develop a plan for a gradual introduction of fitness exercises into your life. With professional guidance and preparation ahead of your new healthy lifestyle, you will enjoy optimal benefits.

Do not dismiss pain or any other discomfort in your musculoskeletal system, no matter how mild it might seem. Whether you are an active sportsman or not, the sports medicine doctors at Progressive Spine & Sports Medicine could assist you in recuperating from and avoiding injuries. Arrange an appointment today to discuss your concerns with your doctor and explore what solution best suits your needs. Call the Glen Rock, NJ office or use the online scheduling tool today.

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Great Resignation: How to beat Great Resignation with Employee Experience



Great Resignation: How to beat Great Resignation with Employee Experience

Great Resignation

The world was forever changed in late 2019 when the Coronavirus made its appearance. Countries shut down. Streets were empty. Companies held as best they could or were forced to close their doors. Many would believe that such an event would lead to employees wanting to hold on to their jobs. Typically, large numbers of resignations signify a good economy and abundant availability of jobs allowing people to follow passions instead of necessity.

Post-COVID employee experience is much different.

For two years, and some a bit more, people were forced to spend time alone, realigning the importance of human interaction, well-being, and happiness. This drive for more personal fulfilment, satisfaction, and growth stemmed The Great Resignation.

No longer were employees basing staying with jobs out of need or comfortability. Now they look for work-homelife balance, greater satisfaction and better employee experiences, or they will leave. So how do companies face this? How do they increase employee retention and improve employee engagement?

The secret is in employee experience.

Holistic Employee Experience

There are, of course, no quick fixes for the Great Resignation, small wins can motivate and drive longer-term goals for your organization. The Great Resignation—and COVID by extension—taught many employees that life meant so much more. That the daily grind working in offices with long commutes, stress, lack of rest or relaxation, and the hustle of strenuous work weeks while normal was not conducive to happiness and mental well-being.

But this shift can be used as a blueprint for better employee experience!

Companies who work on being human-centric in ideals, strategies, and decision-making can improve greatly their chances of stemming mass exodus. Post-covid employee experience is now the new golden standard, and it looks at taking a more comprehensive and holistic view of experiences.

How can you be more holistic and how does it help?

  1. Think beyond probationary periods – Your employees are more important than the first 30, 60, or 90 days of employment, and yet many companies stop professional development and training after these dates. Normalize career growth, evaluations, employee 360 reports, and feedback loops to keep learning and advancement in the scope of your employees. While doing this, you’re also keeping your strategies and Key Performance Indicators—KPIs—fresh as you go.
  2. Communication is key – Talk to your employees about what they need, want, desire, and what their ambitions may be. Learn your people like you want them to learn your company. With transparent and open communication, you are engaging with your employees and creating an environment of consistency, openness, and inclusion—aspects employees’ desire.
  3. Employee-centric Corporate Culture – It may seem like the best idea is to center your company culture around the company’s values, vision, and strategies, but this is only half the battle. Integrating employee experience into the fabric of company culture ensures the company is as focused on their employees’ happiness as their own. It creates a bond to grow engagement, which has an effect on employee satisfaction and experience. As these rates increase, so to can employee retention numbers and customer experiences.
  4. Life and work-balance Erasure – Should your employees have to ask for more work-life balance? No, they shouldn’t. When built directly into work environments or expectations, it becomes something standard instead of something to be sought after. Examples of this could be:
    1. Flex hours
    1. Unlimited PTO
    1. Work-from-home or hybrid offerings
    1. Expanded benefits to include mental health and free resources
    1. Altered work hour schedules

Rise of Human Experience

Human Experience is a viewpoint that blends aspects of customer experience with employee experience, important in a post-COVID world. Instead of viewing them as separate entities entirely, companies can connect metrics and measurements of both to view a more comprehensive experience. Employees are customers—or potential ones—and as such, so too can customers become employees. With this view, it refocuses employee experiences in direct answer to the needs stemming The Great Resignation.

Ways you can use CX strategies within EX:

  1. Employee Journey Mapping – Like in customer experience, companies can work on mapping journeys for positions within the company overall, building in professional development and growth from the outset. They can then alter these journeys through personalization when an employee fills that role.
  2. Monitoring metrics – connect goals, milestones, and trajectories with metric directly linked to KPIs. Think employee net promoter score (eNPS), employee experience (EX), employee satisfaction (ESAT), and employee engagement (EE), for example, as they can correlate with operational success as well as customer success with your organization.
  3. View of employees – view your employees with the importance you view your customers. You cannot survive without either, and just as you court customer loyalty for more profitable relationships, so to can employee relations boost revenue, growth, and expansion.

Remote and Hybrid Work

One of the lasting effects of COVID was the desire to work from home or have the flexibility to. According to Gallup, nearly half of full-time working Americans—45%—are still working remotely.  White collar workers have even higher percentage, coming in at 70%. After the shutdown, many leaders were surprised to find employees still wanted to work remotely. The Pandemic exposed an internal need for conducive work environments and flexibility.

The office and all it entailed wasn’t as attractive as some leadership believed.

It was agile leadership who switched to maintaining remote or hybrid options who won out against competitors. Record job openings only further highlight how living is more important, and work can no longer be focused on only paying bills. Organizations who shift better with their employees retain talent better.

Remote work is not the only fix, but it does show how views of work’s place have vastly changed.

Act on Meaningful Feedback

Closing the loop between you and your employees is more important than ever before. Simply hearing them is not enough. Active, empathetic listening pair with actions on a consistent basis is the wining combination. Employees not only want to know they are heard but that their input is valued.

Regularly checking in with your employees, and not only attaching it to their performance, creates a culture of partnership.

Ways to gain meaningful feedback to inspire data-driven action:

  1. Employee 360 Review [LN1] [SP2] – not to be confused with an employee evaluation, the 360-degree review is a way for all employees to gain feedback from peers, subordinates, and managers to assist employee self-evaluation.
  2. Pulse checks – a powerful anonymous survey tool. Pulse checks are in between annual reviews and keep the feedback coming for HR initiatives, but it can also inform business strategies that are employee-focused as well.
  3. Surveys – From satisfaction to engagement, the best thing you can do is ask your employees. Working from assumptions can lead you down costly mistakes. By asking directly you can get their true opinions—think of using anonymity to influence candid responses.

Final Thoughts

The biggest takeaway from this is: employee experiences is an important part of operational success. The evolution of its importance and what it means cannot be discounted. Doing so can led to higher employee turnover rates and you won’t retain your best talent. As employee experience continues to change, the forward-thinking companies with innovative leadership will make it to the top.

 [LN1]Would it be okay to tag our template here?

Yes, we can [SP2]

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