We are continuing with part 2 of our discussion with Leslie Fletcher on the wild west of injector training. This time around, we are covering the key components that qualify a great injector, how to keep those great injectors loyal to your business, offering commissions to injectors, and discussing whether or not creating a training program is a smart business strategy.

A comprehensive curriculum creates quality practitioners, and the foundation of a comprehensive curriculum is medicine. Training material should have anatomy worked in, constantly evolving to reflect new concepts and techniques in the industry. At the end of the training, an ongoing relationship with the training company will support the injectors if any future queries arise.

There is nuance to retaining those great injectors that come to work for you. If you make your practice mutually beneficial, it’s unlikely they’ll ever want to leave. Provide each injector with the type of work and schedule they want. Provide them with an increase in roles for growth if they begin to feel restless. The reality is, some people will leave. Lead with love and provide support, and your staff members will want to stay.

I’ve seen some businesses offer commission to injectors, so it’s an important topic to explore. It’s crucial to note that taking commissions for anything medical is not just against the law, but also unethical. It is unfair to patients to incentivize based on the number of syringes or units. Bonuses are an ethical alternative that provides staff with compensation while still providing based on the needs of the patients.

Regarding training as a business strategy, the truth is, it's more lucrative to stay in injecting. If you have the qualifications, skills and experience, plus an innate ability to connect with different types of people and are comfortable speaking in public, these are the traits that lend themselves to training work. In this case, creating a training program and being a mentor is something you may want to explore.

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