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...
When you’re adding team members to your practice, a stunning resume can go a long way. If you’re lucky to find someone who was top of their class, has experience in a Periodontal office, and is excellent with patients, why wouldn’t you hire them?
Believe it or not, skills aren’t always the biggest hiring qualifier that you should look at. Instead, you also need to prioritize how well the candidate will fit within your existing office ecosystem.
For example, are you using modern technology or software in your practice (like PANDA Perio)? If so, your hires will need to be technologically savvy with basic computer skills, or at least willing and able to learn. Is your practice focused on education with the goal of growth? If so, you probably won’t want to hire someone set in their ways with several years of experience and has worked in five other offices in the last year because all they care about is a paycheck.
They key is to ask them...
There’s one thing that affects your practice’s success the most, and it has nothing to do with marketing, referrals, or even patient satisfaction.
Rather, it’s the effectiveness of your internal culture.
It would be foolish to assume that putting five to fifteen people together in an office would never result in any type of conflict. And when there’s conflict, the patient experience ultimately suffers.
Practice owners must understand how to mitigate their effects quickly to avoid any delays in your achievements.
Take a look at our three best practices for improving employee relations to maintain a professional, productive environment:
Doctors have a lot of knowledge, but very little time to share it. When you do take time to train or work with your staff, you view it as an investment.
And, as a general rule, you expect an ROI on that investment.
But this investment becomes a...
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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