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All Posts Tagged: MRN

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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It’s Time for a Spring Cleaning in Your Practice!

Here are simple reminders of THREE ways MRN Members can clean up shop this season!

CLEAN UP YOUR COSTS: At MedResults, we know that it can be exceptionally time-consuming to review every expense that goes through your practice on a regular basis. However, spring is the perfect season to revisit your greatest expenses and get rid of additional, unnecessary costs to help you save for the end of the year. Get started with an AUDIT on THREE common (and typically MAJOR) expenses:

  1. Your Medical/Surgical Supply Costs: Whether you run a large, multi-location practice or a small medical spa, you can ALWAYS cut the costs of your medical supplies. Send us your usage report from your current distributor and we’ll show you how much you SHOULD be paying on your medical supplies.
  2. Your Medical Malpractice & Professional Liability Insurance: If you’re a medical provider, you likely carry these types of insurance (some states even require it!). To ensure that you’re NOT overpaying on your premiums and that you ARE properly covered for the services you provide, get a no-obligation quote by sending us a copy of your current policy and declaration pages.
  3. Those hidden fees on your merchant processing account: We all know that reading your merchant processing/credit card statement is a bit like looking at your phone bill…there are hundreds of charges and many of them simply don’t make sense! Let us do an audit on your statements to show you which fees you shouldn’t be paying every month. Send us two months of invoices and we’ll do the work to clean up your account immediately.

SUPPORT YOUR STAFF: It’s no secret that a little love goes a long way. This season, show your staff that you want to help them succeed by taking a fresh approach to staff support. Consider setting up employee reviews to find out where your team needs or wants to improve. By gathering their feedback about different aspects of the business, you may learn where you need to refocus your efforts to increase overall productivity. Also, consider establishing new incentives or rewards to keep your staff satisfied (Check out The Medical Business Academy to provide extra education or additional low-cost, employee benefits to supplement their savings outside of the office!). *Starting fresh with new staff? Check out this brief article from MBA about what to look for!

PERFECT YOUR PITCH: One of the key elements of the patient experience is the very first connection a patient makes with your practice…That starts with their initial phone call! Don’t lose new patients before they walk through your door and instead, take a routine ‘temperature check’ to ensure that your front desk employees are asking the right questions and collecting the information you need to get that prospective patient into the office. Consider a quarterly mystery shop of your practice to ensure you’re still sharp! (Again, check out The Medical Business Academy for access to mystery shopping services! DON’T FORGET TO USE CODE MEDRESULTS FOR A 15% DISCOUNT WITH MBA OR MBAFREE30 FOR A FREE 30 DAY TRIAL!)

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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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