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JdSG's Practice Resource Centre (PRC)
… Gateway to Excellence
| 5. Building Your Dream Team |
The corner stone of your success as a practitioner is your team. Building your dream team is as simple as finding the right talent, motivating and training them, and establishing accountability as you empower them to excel.
Did we say ‘simple’? We don’t think so! In the corporate world, a top HR Manager makes $100,000 per annum and that is after years of training and practical experience in staff management and the law. Dentists are expected - no, required - to provide the same HR services with no support, having received no training and wait for it … NO TIME TO DO IT!! And we have not even addressed the many dentists who actually would prefer not to even have to address this area of being an employer.
As joint owner/manager of a practice for eighteen years, and founder of a speaker/consulting business for many more years, Jenny’s #1 focus has always been working with employers to help them hire and retain quality staff. The complex field of HR management can be summed up in three short, pithy phrases:
Focus:
► Acquire the best
► Retain a happy team
► Resolve issues when they happen
| Q. |
I want to reward my team for working together and moving to the next level. How do I know when I can afford a bonus system? |
| A. |
A question from an employer thinking long term. The answer is too complex to handle here but the Practice Resource Centre takes you to the two page overview of the program designed by Christene Bernhardt, which gives you some concrete suggestions.
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| Q. |
I know what my assistants do on a daily basis. How do I know what is happening at the front desk? |
| A. |
The 64 million dollar question … and a question which your administrative staff finds as frustrating as you do. The solution is to define job responsibilities, create expectations, set and monitor goals. Then you can focus on the results rather than the action being taken by staff to reach those goals.
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| Q. |
It seems as if I have a revolving door when it comes to staff. What can I do to keep staff longer than the time it takes to train them? |
| A. |
If it happens enough that your practice has developed a history of a revolving door staff, there is a short term and a long term approach to solving the problem.
Short term: bring in a facilitator, who does not need to have dental experience, to hold a team meeting to see if you can discover what the issues are and address them.
Long term: take a leaf from the corporate world, and hold an Exit Interview with all future departing employees. When handled positively, as the employer you should find staff comfortable enough to give you the feedback necessary to keep the revolving door closed.
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