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All Posts in Category: Education

9 Ways to Boost Your Retail Sales

9 Ways to Boost Spa Retail Sales: Original Article Contributed by Universal Companies

Consumers (especially millennials) are spending increasing amounts of time and money on wellness experiences, driving overall growth in the spa industry. Despite this, many aesthetic medical practices are missing an opportunity to translate this into increased retail sales.Practice owners are uniquely poised to drive this growth by virtue of their position as wellness experts, helping clients cut through the white noise to find real solutions to their problems. To help you maximize your revenue potential, we’ve put together 9 fail-proof ways to boost your retail sales.

1. Samples, Samples, Samples

Providing product samples is one of the easiest, most effective actions you can take to increase total retail sales in your spa. One study shows that offering samples not only increases sales in the short term, but that it also impacts sales long after they’ve been given out. The same researchers found that in-store product sampling increases total category sales, not just the products being sampled. This means that offering clients samples of one skin care product can drive sales of other skin care products, even those of a different brand!

2. Educate & Upsell

How will your clients know what to buy if they’re never made aware of the products and brands you’re selling?

Training your team is the only way they will be able to effectively suggest products to customers without coming across as a salesperson. When your employees understand and believe in your products, making recommendations on the specific needs of their clients becomes an organic and unobtrusive process.

3. Make Your Retail Items Available Online

Making your retail products available online adds simplicity to your clients’ lives. Instead of having to commute for their favorite products, they can conveniently restock from the comfort of their living room. Moreover, research has shown that people want to shop at local businesses, so allowing them the opportunity to support their local spa/practice via an online channel is an easy way to scratch that itch without sacrificing convenience.

4. Incentivize Online Reviews

Online reviews are one of the first things customers look at before buying a product, and they want them to be transparent and authentic. Offering clients a discount on services or a free product if they write a review can make a tremendous difference. While it may seem counterintuitive, make sure your clients know you want to know what they think—regardless of if it’s positive or negative. Having some negative reviews lends credibility to your business and responding to negative reviews in a positive way shows customers that you care. It’s a win-win.

5. Develop a Referral Program

Clients are much more trusting of their friends and family when it comes to product and brand referrals. Offering a referral program with incentives allows for advocates of your spa to share their favorite treatments and products with the people they know, who are more likely to make a purchase.

6. Create Personalized Coupons

One of the best things in the world is getting coupons for things you actually want to buy. Creating customized coupons based on the actions / purchases of your customers is a great way to show clients that you care about what they want, while also incentivizing retention.

7. Reward Your Sales Teams

Employees that aren’t motivated are less likely to sell more than they have to. Try putting a commission strategy in place or offering the leading salesperson a cash reward or extra day off. The sales team is the backbone of any business. Making sure that they’re appreciated is very important.

8. Keep Your Retail Area Clean & Attractive

First impressions matter. If your retail area is dusty and disorganized, chances are your customers are going to think you don’t care about what you’re selling and will be turned off from buying from you in the future.

9. Targeted Marketing

Knowing who you’re selling to is extremely important. Take some time every couple of months to research trends in your geographic area and analyze what your customers are actually buying. Using this data will help you effectively suggest products to specific demographics and allow your staff to take a more personalized, professional approach when dealing with clients.


Universal Companies is a preferred vendor partner of the MedResults Network. MRN Members have access to two-tiered premium pricing on all UCo products & equipment.

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Ransomware Hacks Expose HIPAA Vulnerabilities

Recent Ransomware Hacks of Two Dental Tech Companies Expose HIPAA Vulnerabilities (Protect Your Business with a Free Business Associate Agreement from CEDR).

In August, two separate dental technology companies were hacked and their data was held for ransom. That data included PHI for the patients of more than 400 dentists across the US.

Since the dentists were effectively locked out of their own patients’ data, those practices were left unable to operate (or even to get in touch with their patients to warn them, in some cases).

Worse yet, if those practitioners had neglected to put a Business Associate Agreement in place before the hacks, they could be held legally responsible for the breach of PHI, even if it was through no wrongdoing of their own.

The article explains what happened, how the dental community was affected, and what dental and medical professionals need to do to protect themselves from a HIPAA breach. You can find the full text of that piece HERE.

You can also get a free BAA for your practice by signing up for CEDR’s on-demand HIPAA training program, which is free to use for the first year (No credit card needed!). Furthermore, if you have questions or if you need guidance in your business, email CEDR at info@cedrsolutions.com or visit their MedResults Member landing page RIGHT HERE.

CEDR HR Solutions is a Preferred Vendor Partner of the MedResults Network and offers discounts on employee handbooks and HR support!

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3 Helpful Tips to Keep Your Team Happy

Tips to Look Out For!

3 Helpful Tips to Keep Your Team Happy

Keeping your employees and coworkers happy is an essential component of a successful team as well as effective teamwork. In this article, we’ll examine some traits and habits to adopt that will help you keep your team motivated and productive.      

1: Consistently praise good work

One thing to ask yourself is “Am I giving praise and showing appreciation for work done well? Or am I simply offering correction or criticism for work done poorly?”. There are a surprising amount of employers who seemingly only notice the mess ups of their workers and are hard pressed to congratulate those under them for exceptional work. Engaging in this and making a habit of complimenting people for their good work will undoubtedly be a huge motivator that will make people excited to do well, not to mention being kind and affirmative helps the overall vibe of any workplace. Be mindful of this and don’t be afraid to let your workers and team members know that they’re appreciated!

2: Let people leave early upon completion of a project

If any of your employees finish their projects earlier than expected, try rewarding them by letting them go home early. This is a tactic that will not decrease productivity and will make people feel valued and respected. You can pretty much guarantee that they’ll be eager to work on the next project with the prospect of being rewarded again. Hitting on a similar note, try doing half-days on Fridays if it wouldn’t be unreasonable in your business. Who wouldn’t be excited to leave a bit earlier on the final day of the week? This can keep the work week feeling shorter with a minimal loss of productivity, if any.

3: Allow employees to weigh in on the company and give insight

Everyone wants to feel like they have a voice and that it’s heard. A good way to incorporate this with your workers is to hold some light-hearted meetings where employees can weigh in on how they see the state of the company. Ask them how they’d like to see things improve and what could be streamlined from their perspective. They will feel involved and you might get some valuable insight from a different perspective!

Read the full article here from our partners at The Medical Business Academy: https://www.myfacemybody.com/mba/2018/07/3-helpful-tips-to-keep-your-employees-happy/

**Members of MRN receive a 15% discount off of all MBA subscriptions. Use promo code MEDRESULTS for your 15% discount or MBAFREE30 for a free 30 day trial.

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Quarterly State Legal Update from CEDR: New York

A Compliance Alert from CEDR HR Solutions, a MedResults Network Preferred Vendor Partner

We are writing to inform you of some important state updates that have been made recently in New York. Below is an overview of the updates that have recently gone into effect in 2019. Feel free to share this information with your clients in New York as they may be affected and will need to update their employee handbook. The following updates need to be made immediately:           

  • New York Year in Review: Legislatures in the state have been keeping employers busy this year.
  1. New York City Creates Gender-Based Anti-Harassment Unit – Effective January 25, 2019

New York City has created an investigations unit devoted solely to gender-based and sexual harassment complaints in the workplace.  The creation of this unit follows on the heels of sweeping sexual harassment prevention laws passed in both New York state and New York City in 2018.  The investigations unit has been created under the existing NYC Commission on Human Rights, with a goal to increase the speed and efficiency with which gender-based and sexual harassment claims are resolved.  

  1. New York City Issues Guidance on Race Discrimination on the Basis of Hair – Effective February 20, 2019

New York City released guidance prohibiting employers from taking adverse action against employees who wear their hair in styles reflecting their racial, cultural, or ethnic identity.  The guidance particularly focuses on discrimination against black workers, and specifically addresses the right of employees to wear their hair in braids, locs, cornrows, twists, Bantu knots, fades, Afros, or to keep hair uncut or untrimmed. 

  1. New York State Prohibits Transgender Discrimination – Effective February 24, 2019

New York state has passed a law prohibiting employers with 4 or more employees from discriminating against employees based on gender identity or gender expression.  The Gender Expression Nondiscrimination Act (“GENDA”) adds gender identify and expression to the list of protected classes in employment.  This means that employers cannot take adverse employment actions based on an employee’s gender identity or gender expression (including, but not limited to, the status of being transgender).  An adverse action includes refusing to hire, terminating, or discriminating in the conditions of employment. 

  1. Westchester County, New York Requires Sick Leave – April 10, 2019[1]

Westchester County, New York has passed a new law requiring all employers to provide sick leave to their employees. Effective March 30, 2019, the law will require employers with five (5) or more employees to offer paid sick time, and those with fewer than five (5) employees may offer unpaid sick time. The amount of time that can be used per benefit year is 40 hours.

  1. New York City Implements Protections for Reproductive Choices – Effective May 20, 2019

New York City has passed a law prohibiting employers with 4 or more employees from discriminating against employees based on their “sexual or reproductive health decisions.” What this means is employers cannot take adverse employment actions based on an individual’s choice to receive services such as fertility-related procedures, sexually transmitted disease prevention and treatment, family planning services, emergency contraception, sterilization procedures, pregnancy testing, and abortion.  

It’s very important that your clients consider updating their policies for these new laws, and if an issue arises related to these laws, it’s critical to have access to HR professionals to advise you. That’s why the CEDR Solution Center exists. For a low, one-time fee for a custom employee handbook and a monthly membership fee, they can gain access to unlimited HR support AND automatic handbook updates. 

If you have any questions or if you need guidance on your current employee handbook or creating a new one, email CEDR at info@cedrsolutions.com or visit their MedResults Member landing page RIGHT HERE.

CEDR HR Solutions is a Preferred Vendor Partner of the MedResults Network and offers discounts on employee handbooks and HR support!

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How Do You Know Who To Hire?

Tips to Look Out For!

Hiring new employees can be a mundane and even daunting task. From not knowing where to look, who to look for or having too many qualified applicants, it’s going to be a process one way or another. In this article we’re going to go through some quick tips to look out for that could prove useful to new hires and refined employers alike.

First let’s cover where to look, which can be a challenge in and of itself. If you’re looking for entry level hires or interns and your business is located near any colleges, that would be a great place to start looking. See if you can get in contact with any club or extracurricular group that pertains to the field you’re in to let them know your business is hiring – these groups are typically full of eager young people looking to get their foot in the door. If there isn’t a college near you or if this method isn’t what you’re looking to do, then another great way to connect with people in or around your field is by looking on LinkedIn. This site is great for networking as it tells you exactly what company or industry any given user is in and any pertinent credentials listed on their profile page. Think of LinkedIn like Facebook for business professionals and utilize it accordingly. In the same train of thought, most of the “job seeking” sites (Monster, Indeed, CareerBuilder, etc) have been refined over the years and many people find them to be pretty feasible ways of finding employees. Also, keep in mind that in many cases it’s a good idea to look for future employees before you even need them. It’s always good to have people in mind, even if they’re working for someone else. You never know when one of your employees will leave for another company and you don’t want to be put in a situation where you’re stuck with someone filling their spot that either lacks the level of skill or isn’t a good fit in the context of your business’s culture.

RELATED ARTICLE: ‘The Secret to A Winning Company Culture’

Now you’ve got some qualified candidates and it’s time to set up interviews to learn more about them and to see if they fit your companies culture. While going over the resumes, remember that almost everyone will exaggerate to some degree or another, whether it’s from an entry level applicant or an experienced professional. With that being said, we shouldn’t completely disregard the contents of a resume, but rather take certain aspects with a grain of salt. Any past references or employers should be verified as well as the education claimed. Needless to say anyone who is found to be exaggerating too liberally or flat-out lying about either of these categories should definitely be cut from the list. Now, once you’re sitting across from your applicant, go over the contents of the resume and ask them questions regarding their plans for the near and far future, maybe even things they’re interested in outside the workplace if appropriate. It’s also generally a good idea to have another colleague with you as a co-interviewer so that you can both riff off of each other and potentially arrive at more interesting or pertinent questions. Take note of any body language or mannerisms that stick out to you, either in a good way or bad – remember you’re trying to get a feel for how this person thinks and works so analyzation is essentially the guiding factor of this entire encounter. Don’t be afraid to engage with them casually to see how they react as well, because remember you will have to share an office with them everyday!

Don’t forget to check out our ‘Success Checklist for Hiring Great Staff’ if you need additional guidance.

Check out the original article by The Medical Business Academy HERE.

**Members of MRN receive a 15% discount off of all MBA subscriptions. Use promo code MEDRESULTS for your 15% discount or MBAFREE30 for a free 30 day trial.

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Monthly Overview of State Legal Updates from CEDR

Your Monthly Overview of State Updates

A Compliance Alert from CEDR HR Solutions, a MedResults Network Preferred Vendor Partner

Below is an overview of the states that have recently passed law changes. Please read carefully as you may be affected and will need to update your employee handbook depending on what state you’re in. The following updates need to be made immediately:           

  • Vermont Paid Sick Leave Minimum Increase – January 1, 2019: Vermont employers should already be providing paid sick leave to their employees, as the state sick leave law went into effect almost two years ago. The law initially required all employers to provide at least 24 sick leave hours per year, but that increased to 40 hours on January 1, 2019.  
  • NYC Requires Greater Accommodations for Nursing Mothers – March 18, 2019: A new amendment requires employers to make greater accommodations for nursing mothers, including having a designated lactation room meeting specific requirements.
  • Connecticut Offering Mandatory Retirement Plans for Employees – Effective January 1, 2019: CT has created a state-sponsored retirement benefit program for employees. Read more about the status of this program, and how it impacts you as an employer
  • Illinois had several updates that have been included below:

    • Expense reimbursements – increased obligation to reimburse employee expenses; Mileage: If you require your employee to drive their car, you need to reimburse mileage. Note that this is for business travel and NOT for regular commutes to work. Remote work: If you have an employee who works from home, you may need to reimburse them for a portion of their Internet and cell phone costs.
    • Sexual harassment prevention – mandatory poster and handbook policies; The law has been expanded, and now requires employers to have specific information about sexual harassment in their written policies, and to display a new sexual harassment poster.
    • Nursing mothers – right to take paid breaks during the workday; the law clarifies that employees have the right to take breaks to pump for up to one (1) year after the child’s birth, and that those breaks need to be paid time.
    • Military rights – employees in the military get increased protection; All Illinois employers are now subject to the Illinois Service Member Employment and Reemployment Rights Act (ISERRA), which took effect January 1, 2019.  This law goes beyond the existing protections of federal law.
    • Equal pay rights – expansion of this law to address race as well as gender; Since 2003, Illinois has prohibited all employers from paying women less than men.  Now the Equal Pay Act has been amended to clarify that employers are also prohibited from paying African-American employees less than non-African-American employees for the same or substantially similar work.
    •  Cook County sick leave – some towns are opting back into the law; The Cook County sick leave law caused great confusion for months back in 2017, as many municipalities with home rule authority voted to opt out of the law – and then sometimes opted back in. The dust still has not settled, as 2018 saw some towns opt back into the law. Then the November 6th ballot included a voter question on the law, with the results showing overwhelming support for it. This has caused some towns to reconsider their opt-out status, so employers in Cook County should be on the lookout for potential changes.

It’s very important that you consider updating your policies for these new laws, and if an issue arises related to these laws, it’s critical to have access to HR professionals to advise you. That’s why the CEDR Solution Center exists. For a low, one-time fee for a custom employee handbook and a monthly membership fee, you can gain access to unlimited HR support AND automatic handbook updates. 

If you have any questions or if you need guidance on your current employee handbook or creating a new one, email CEDR at info@cedrsolutions.com or visit their MedResults Member landing page RIGHT HERE.

CEDR HR Solutions is a Preferred Vendor Partner of the MedResults Network and offers discounts on employee handbooks and HR support!

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Motivation

Staying Motivated in the Workplace

A Quick Guide on Staying Motivated Inside and Outside of the Workplace

Staying motivated in the workplace can be difficult at times. Everyone has moments or even entire days where they feel like they cannot conjure up the motivation to get anything done. We’re people after all and we can get depleted both mentally and physically. If you feel like you’ve hit a motivational plateau in your life, this piece may be able to lend itself to new perspectives and practices to help push your reset button. While much of the advice pertaining to motivation might seem like common sense or even come across a bit clichéd, there’s often a reason for that. Many of these methods are not necessarily difficult ones to understand, but rather they take mindfulness and effort in order to produce a noticeable difference in your drive when it comes to getting productive things done.

One thing you can start actively working on is discipline. Many times, what people think is a motivational issue is actually a problem with self discipline. We’ve all had times where we procrastinated on a big project, watched Netflix for hours in a day, ditched a workout routine or skipped a healthy meal for junk food. Discipline isn’t a one and done thing, it’s something that you have to constantly work on and cultivate. As a way to test your current level of discipline, try setting a very specific meal-plan, sleep schedule and workout regimen for one whole week and try and not deviate from it. Take note of any points where you felt like giving up and use it as an indicator that you might need to spend some extra attention in the category to refine yourself. And just as a rule of thumb, being on a set diet/sleep regimen has numerous benefits that manifest themselves not just physically, but mentally as well so it wouldn’t be a bad idea to start here!

Next, let’s touch your social sphere. The people you keep around you are hugely influential on what you’re going to put focus on and what you’re motivated towards. Ideally, it’s best to keep those around you whose goals are at least slightly similar to yours and with who have some crossover in the same interests as you. If you’re an aspiring athlete and you’re constantly around partiers who drink and partake in vices all the time, you probably won’t achieve your goals or grow your motivational drive very optimally. Expanding on that example, if you’re an athlete trying to make it, you might want to be around other people who are taking sports seriously, or at the very least keep active and encourage you to do the same. This mindset of keeping compatible people in your social sphere directly correlates to efficiency at work and the drive to want to better yourself and achieve those things that will make you feel truly fulfilled.

Finally, we’re going to briefly examine time management. It can be all too easy to get sucked into a leisurely activity, especially if it’s engaging like a TV show you’re invested in or an immersive book. What you need to do is start setting limits on these activities and understand that while overindulgence in relaxation will feel great in the moment, it will ultimately serve to work against you in the long run. If there’s something you need to get done or work on and it just seems like a big wall, try segmenting it if possible and work on it a little bit each day rather than trying to take it on all at once. For example, a lot of people want to start working out, but they put if off due to either not knowing where to start, being confused on the specifics of certain workout/diet and just about everything in between. Instead of working yourself up and building this task into a something intimidating, try instead to break it down and start with a couple quick, simple workouts and some minor meal adjustments per day that are easy to learn stick to instead of jumping face first into it. Doing it this way has a higher success rate since you don’t have to do as much while you’re just starting out and gives you a lot of room to build up and be more efficient as time goes on. Obviously the example I provided was geared towards exercise, but this mindset can apply to anything that involves pesky tasks that you’re not inherently motivated to do. By managing your time and keeping the workload small each day, it’s easier to keep your motivation high enough to complete what you need to do now, while keeping some in the tank for the next day.

Click here for the original article.

Contributed by The Medical Business Academy, an exclusive MedResults Partner. Happy New Year! Get a head start on your education for 2019!  For a limited time only, receive 20% off our bronze membership, which will give you unlimited access for you and your staff to our business courses and training platform. Use Promo Code: MEDRESULTS20 *only applicable for new members.
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10 Step Financial Checklist: How to Better Prepare Your Finances for 2019

10-Step Financial Checklist: How to Better Prepare Your Finances for 2019

December 5, 2018

With the end of the year approaching it can be a bit daunting to get your affairs in order for the new year. That’s why we’ve created a 10-step financial checklist on how to better prepare your finances for 2019.

  1. Get Organized
    1. Even during the busy holiday season you need to take the time to get organized. Take time to declutter your practice. Get rid of old papers and files by shredding, do a deep clean and steam clean your carpets, order holiday cards and write thank you notes for you employees and loyal clients. Don’t wait until the new year to start organizing!
  2. Run an Inventory Check
    1. Depending on your accounting methods, you may be eligible to claim additional deductions on your inventory. You don’t want to miss out on these potential savings before the year ends.
  3. Annual Review
    1. Now is the best time to get a full review of your business. How did your employees perform? What were the best sales tactics and what treatments/packages sold the most? Be sure to sit down with each of your employees as well to get a better insight into what they think worked successfully or didn’t throughout the year. Also, take into account any holiday scheduling and request their schedules for next year to begin mapping out your hours.
  4. Review Policies
    1. After speaking to your team be sure to take their feedback into consideration and integrate with your current policies if deemed necessary. It’s important to review your policies each year to ensure your customer service (and revenue stream) remains 5-star year round.
  5. Donate to Charity
    1. A charitable contribution is not only good for the soul, but also your small business finances. You can donate either money or goods to claim additional deductions during tax season.
  6. Be Tech Savvy / Website Updates / SEO / New Software
    1. Now would be a good time to review your website to ensure it’s up to date and no edits need to be made. How up to date is the software you are currently using? Do you need to consolidate any software or systems? There may be a more cost effective system out there that can save you money (and headaches) by combining your current systems into one. Explore all of the options!
  7. Employee Check Up
    1. Never a fun task, but take a moment to review your employees. Who performed the best? Who didn’t? Who deserves a promotion, pay raise, a demotion or possibly even being let go? What about holiday bonuses? Be sure to read up on another article on how to thank your staff.
  8. Make Purchases
    1. Another tax deduction hack! See what supplies your business needs before the year ends. It can be office supplies, new equipment or upgrades, even vendor payments.
  9. Reconcile Your Books
    1. No matter when your financial year ends it’s a good idea to begin reconciling your books before January. For example, f any expenses need to be discussed with a fellow team member you want to ensure they are around and not on holiday vacation.
  10. Plan. Plan. Plan.
    1. Have you reviewed your current marketing strategy? What worked? What didn’t? Did any promotions this year work better than you anticipated? Take everything into consideration as you strategize and begin mapping out your sales and marketing plan for the new year.

Contributed by The Medical Business Academy, an exclusive MedResults Partner.

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