HOW DO YOU GET A GREAT EMPLOYEE?

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.“
https://adental.files.wordpress.com/2011/09/12-8-11-mckay.jpg
 
DON’T GET FRUSTRATED, GET A BETTER GAME PLAN
 
You don’t just “get” a great employee, you build one.
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. Trust your Personnel Recruiter.
2. Clearly define what you are looking for- job description, personality traits, availability, etc.
3. When possible, call the “promising applicants” to make preliminary phone judgements. 
4. Set up “working interviews” of undetermined length.This will help you determine the prospect’s value and thus, her/his starting pay. 
5. Carefully review the job description and your expectations with the new employee. 
6. Hire on a probationary three month basis with all recommended written safeguards. (Employment Practice Liability, etc.) 
7. Get on-going feedback from trusted team members about new employee. 
8. Conduct scheduled, periodic, one-on-one, quarterly employee evaluation meeting.
9. Encourage the new employee to participate in morning huddles and team meetings..
10. Keep education and improvement as a priority.
11. What would YOU add to this list?
 
Remember…..  “trainability” and having an open mind (growth potential) is crucial, because YOUR practice and YOUR expectations are much different from those of her/his prior employers.
…… 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.
……. 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.

475,000 reasons to be a LEADER of your Dental Team.

 Are you “too busy” to manage your Dental Practice?

You have so much confidence in Sally. She’s been with you for so many years, all your patients love her, and she knows those insurance benefits soooo well.
 
“I couldn’t even think what I would do if she left me. I could never go thru the hiring and training process again.”
 
“She doesn’t like anyone ‘looking over her shoulder’ and I respect her independence. She gets the job done and I sure don’t want to be answering the phone, making appointments, and collecting fees.”
 
DOES THAT SOUND FAMILIAR?
 Here are 475,000 reasons you need to be a hands-on leader of your Dental Team:
 
“Former office manager pleads guilty to mail fraud, embezzlement’ 

By the Pittsburgh Tribune-Review
http://ow.ly/b1Do1

A Pleasant Hills woman pleaded guilty today in federal court to one count each of mail fraud and embezzlement. Jill D’Angelo, 45, used her position as manager for a dental office in Pleasant Hills to submit false invoices to insurers and then intercept and cash the checks, pocketing about $307,000 between 2003 and 2010, prosecutors say.
U.S. District Judge Cathy Bissoon scheduled D’Angelo’s sentencing for Sept. 13.

 
You are the shareholder of this Corporation. Also the principle, if not the sole, risk holder. Your Office Manager/Financial Coordinator/ Receptionist- whatever title you wish to give her or him, is an employee of your Corporation perhaps the Chief Operating Officer.

Employees may come and go (and they do!). They can get other employment. But YOU have at risk your investment. your reputation, and your future.
 
 Remember that you are the President and the Chief Executive Officer of this business. Be a benevolent but firm, empowering, hands-on Leader. That does not insinuate “micro-managing”. Delegate but be aware. If you want to learn more about Leading the Dental Team, contact me at cskdoc@aol.com.
  
This article is not meant to discuss employee engagement. That is a separate topic. 
 
Set the rules and procedures of YOUR practice and YOUR expectations in an Employee Manual. Create Management Reports highlighting production and collections, review the results, and discuss them with your team. Employee management is part of YOUR job as President.