In Part 1 of this 10-part series, we talked about how many Periodontists make the mistake of asking staff for input in moving the practice forward. You might think of it as a way of spurring engagement and getting staff to feel at home in their role, but it actually has the opposite effect.
Remember, once most dental staff learn their trade, they typically won't change how they do things. They fear change and learning new things because they don’t want to seem incompetent, and worry they won't have the training to achieve it. They also think (and rightfully so) "Why would I want to fix something that doesn't seem broken and has gotten me by just fine for so many years?"
Asking an employee for their input when they haven’t gained many new insights into new technology and industry advancements in the last 10 years is a recipe for disaster. In addition, you may be thinking they know what's best for them and since they are the ones using...
As a periodontist, you have plans for your career. You have a vision of what you want your practice to look and function like. And, you expect your staff to roll along with your ideas and expectations (because that’s their job, right?).
You probably know by now it’s not quite that easy. Your staff doesn’t think at the same level you do, nor can they read your mind. That’s why it’s essential to first think like your staff and connect with them on their level. You’ll have a much better chance of helping them to think the way you do if you can speak to their experiences in their language.
In this 10-part series, we’re diving into how to get your staff to think like you so they can better serve your patients and provide the ongoing support you need from them.
But before they can get on your level of thinking, they need to be tuned into their role, your expectations, and what exactly they’re working toward in the long...
I recently attended a class on leadership and the instructor presented me with a pretty powerful idea about how to build loyalty:
“People will do anything for those that encourage their dreams, justify their failures, allay their fears, confirm their suspicions, and throw rocks at their enemies.”
Or, to put another way, people will do anything for those they are loyal to.
So I want to know, what are you doing in your Periodontal practice to build loyalty with your staff? And perhaps more importantly, do you feel like you really need their loyalty?
Let’s start with the latter and work our way backward.
Why do you need employee loyalty in the first place? Isn’t it enough that you gave your team members the job they have and keep them employed? The quick and easy answer is that loyalty is the key to long-term success.
Loyal employees mean less turnover, higher productivity, and a more stable work...
A good referral source can be the best form of advertising (and the cheapest, too!). Periodontist referrals are the lifeblood of your practice, and they’re too important to leave to chance.
Here’s how you can nurture the connections you make with referring partners and grow your practice:
When a dentist refers their patient to you, they’re putting their reputation on the line. In their eyes, you’re effectively an extension of their practice, so make sure you treat their patients with the highest level of care and professionalism. The last thing you want is for patients to tell the referring doctor about their bad experience at your practice, which could quickly dry up the referral well.
Thank you’s can be powerful tools in the referral business. It shows that you not only acknowledge that someone sent you business, but also that you appreciate it. Send them a card in the mail...
Some periodontal practices work diligently to improve the patient experience, but the majority tend to think of it as an afterthought. The patient experience isn’t just about the quality of care the patient receives. Rather, it’s more about their overall impression and interactions with your practice, from the moment they call to schedule an appointment until they’re back in their general dentist’s chair for a follow-up.
In an upcoming blog article, I’ll discuss the specific roles the patient plays in building your referral business with dental professionals. But for now I want to dial in on some specific things you might be doing that can negatively impact patient perceptions and what you can do to fix them:
Your staff plays a major role in how your patients feel about your practice. They’re the first ones to greet the patient to make them feel welcome and comfortable which sets the tone for their visit.
We recently sent out a survey to Periodontists and PANDA Perio users to gain insights on the industry. Our goal at PANDA has always been to provide real, actionable advice you can use in your practice, but we also use this information to make our software even better.
If you haven’t yet taken the survey, you can do so here.
Your responses will give you personalized results that you can apply to your unique practice. But here’s a little preview on what you can expect:
Whether you’re brand new to the Periodontal field or you’ve been treating patients for 20 years or longer, the value of preparation never changes.
Because of the many moving parts the Periodontist faces each day, it’s important to have a system in place so that no task or detail falls through the cracks. When you can be prepared for every patient, phone call, and meeting, you can avoid backlogs or having to redo work.
As a practice owner, it’s important to realize that your practice’s success doesn’t just hinge on your ability to treat patients. Even the most skilled Periodontists can find themselves struggling to bring in patients and improve referral relationships.
Much of your success depends on having an engaged, professional staff that can contribute to the patient experience, referral relations, and other aspects of your practice. But for staff to be successful in their roles, they must be able to overcome any barriers that get in between them, and a job well done.
Take a look at four of the biggest issues that prevent staff from living up to their potential and how you can help them overcome these obstacles:
This is a tough pill to swallow because it requires the practice owner to take responsibility for the staff’s failures. However, success starts at the top and isn’t possible without strong leadership.
One of the biggest ways...
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