According to a recent Gallup Workplace survey, 51% of US employees are actively seeking a new job. This statistic is especially worrisome in the dental industry due to an existing shortage of dental personnel. Learn the primary reasons dental employees depart and ways you can prevent it from happening. 

As with the human body, monitoring and benchmarking your dental practice's vital signs can alert you to weakened operating systems, work culture dysfunctions, threatening trends, and money leaks. 

Offering your employees regular positive feedback, timely constructive criticism, and effective Annual Performance Reviews will reward you and your patients with better customer service, less employee turnover, more referrals, and more 5-star reviews. This article provides you with evidence, motivation and practical tips to transition your team and practice into a thriving operation.

“Doctor, I need to talk with you briefly.” Your stomach drops to your feet. Great, just great. She’s quitting, you think, and that is exactly what she does. She says it is for money, but you know there is more to it. Your brain races. Implement 10 systems to manage your practice and retain your most important asset: your dental employees.

It no secret that dental practices are feeling the economic squeeze between today’s employment shortages and increasing overhead expenses. Never have I seen the need for team development and operational efficiency to be more critical to the success of a dental practice than now. Learn two critical steps your practice can implement to take your dental practice from surviving to thriving.

So much of what is happening, or in some cases, not happening in your dental practice is invisible to you as the Dentist, leader, and owner. You are simply too deep in the trees to see the forest. A practice evaluation by an outside practice management business expert can be incredibly valuable to you, your team, and your practice and set your practice on the path to long-term success.

Thanks to your practice’s commitment to consistently utilizing Patient-Oriented, Best Practice Operating Systems, your team made it safely to first base. Then, after installing regular team meetings, report-driven Morning Huddles, and a powerful Annual Retreat - and improving communication throughout - you made a solid base hit to second. What leadership tools need to be used now in order to reach third base and, ultimately, home?

Who thought a dogsledding trip would give me a fresh, insightful view of leadership and teamwork? I certainly didn’t. I was focused on a totally different aspect, like not freezing to death. Being a sun-loving, heat-seeking, southern woman, camping out in negative thirty degrees Fahrenheit essentially meant misery and death. I can't express how far outside my comfort zone this trip was for me. If it hadn’t been for the fabulous people going, the remarkable dogs, and the assurance of a reputable company, there is no way I would have stepped outside of my warm, cozy box. But I did, and I am so glad I did.

In this Dental Leadership Baseball game, the pitchers are your patients and your employees are up to bat. You are the owner and head coach and have assistant coaches on the field and behind the scenes helping you and your team win the league series. Running to first base is when your employees started transforming into team members through the implementation of several leadership tools and best-practices, and patient-oriented operating systems discussed in earlier blogs. Now, second base is looming ahead. The current question is: what leadership skills and tools are needed for your team to arrive safely on second base?

Look, the game is starting! The pitcher is winding up. It’s a classic fastball speeding toward one of your players. Who is the pitcher? It’s Mr. I’m Important, who is one of your patients that is constantly on an impossibly tight schedule. STRIKE 1… STRIKE 2… STRIKE 3… YOU’RE OUT!! What? How could your player be out? You carefully vetted your team players before hiring, you explained to them the ultimate goal of your game, outlined the rules of your game, and supplied your expectations. Where did you do wrong?

This month, we’re playing baseball, specifically, leadership baseball. You, the dentist, are the owner of this team, which we will call, “Team D” (for dental). You purchased Team D with a boat-load of money, time, and sweat by graduating dental school and purchasing or buying into a dental practice. Those decisions are what launched you into this game of leadership baseball.

The most effective team structure for a dental practice is a self-managed team structure. Why? In dentistry, the dentist-leader is the business's primary income producer. If the dentist-leader is not doing dentistry, the business is losing money. Over time, the stress of dealing with a dysfunctional team structure and being the number one producer will result in professional burn-out.

We started the year with a blog about the infamous “bad apple” employee; next we tackled how to avoid hiring a “bad apple” employee; and now, after following our effective Concepts Hiring System, we have a new employee, who is excited, energetic, a little nervous, and eager to learn. This is the point, right after hiring a new employee, when so many leaders (and not just in dentistry!) make two key mistakes.

In my previous blog, Is a Bad Apple Employee Ruining Your Team?, you met Francis, a problem employee. Francis’s problems weren’t so much her job performance, but rather her behavior and attitude, both of which are more subjective and difficult to manage.  Here are some tools to help prevent and protect you from being saddled with, or “held hostage” by, a bad-apple hire.

The first blog of the Dental Leadership series discusses the absolute hardest part of leadership: terminating an employee. Many leaders convince themselves that keeping a bad employee is the best thing to do. It rarely is. Read the blog to explore reasons why releasing weak and poor employees is vital to the success of your dental practice.

Let’s make a deal? Let’s agree to make 2021 the year of leadership development in your dental practice. My part of this deal is to write a blog each month discussing one thing you and your leaders can do to improve your leadership skills. Your part is to read the monthly blogs and implement the skills in your practice for at least one year before deciding it does or doesn’t work. Wait… are you hedging? Are you wondering why you should spend your precious time on leadership skills? Before you turn down the deal right now, read the rest of this blog. Then we’ll revisit it.

“IT’S JUST NOT FAIR!” How often do we hear this phrase from toddlers and elders, alike? In fact, studies suggest humans are born with an innate sense of justice and fairness! So, when something happens that challenges our primal sense of justice, there’s no telling the consequences. We see such consequences play out every day in areas such as healthcare, income, human rights, and even your dental practice.

You can spot disengaged dental employees a mile away. Research giant Gallup has found that globally, 85% of employees are disengaged in the workplace, and they under perform as a result. The dental industry is not immune! Your practice is not immune!

Scheduling is one of the most important elements of your practice. It is intimately tied to your profits, stress level, and patient satisfaction, yet I see practice after practice allowing their schedule to reduce their income, create work chaos, and drive patients away.

Want to maximize your retirement savings? Need funds for new equipment, technology, or an office renovation? Want to get those debt burdens off your back? Having a hard time making ends meet?