“STAFFING WOES?” Sorry to hear that.
Some of the most frequently heard complaints from dentists are concerning their staff:
“Why can’t I find a smart receptionist?”
“She’s only been here three months and she’s asking for a raise.”
“Aren’t there any dedicated people out there?”
John McKay was a very successful college footballl head coach with UCLA. He was hired to be head coach of the 1976 NFL expansion team Tampa Bay Buccaneers.
After starting their first 26 games without a win, head coach John McKay was asked what he thought of his team’s “execution.” He replied, “I’m all for it.“
DON’T GET FRUSTRATED, GET A BETTER GAME PLAN
Here’s an OUTLINE OF A PROCESS that assures a more successful and longer lasting relationship with employees. It will foster a mutually rewarding future for the doctor and the whole team.
By the way, McKay’s team improved by the end of the 1970s, making the playoffs three times including an appearance in the NFC Championship Game in 1979.
The solution starts at the beginning and lies in your Process of Recruiting, Inducting, and Managing.
1. Locate your “Prospects” through your ad in the media.
2. Have applicants e-mail you their resumes with cover letters.
3. Call back the few “promising applicants” to make preliminary phone judgements.
4. Set up “working interviews” of undetermined length with “the finalists”. This will help you determine the prospect’s value and thus, her/his starting pay.
5. Carefully review the job description and your expectations.
6. Hire on a probationary three month basis with all recommended written safeguards. (Employment Practice Liability, etc., See footnote and link at bottom.)
7. Get on-going feedback from trusted team members.
8. Conduct scheduled, periodic, one-on-one, quarterly employee evaluation meetings.
Remember that “experience” does not always = “skill”.
….. that “trainability” and having an open mind (growth potential) is crucial, because YOUR practice and YOUR expectations are much different from those of her prior employers.
…… that the “chemistry” between you, your other teammates, and the prospect is necessary. You will be spending more time with the new employee than with your spouse.
…….that you are the President and CEO of this team. Be a benevolent but firm, empowering, hands-on Leader. Employee management is part of YOUR job.
I want to share this article by Ike Devji, JD, an attorney specializing in Employee relations: