With these uncertain times, many practices are still holding their own despite the bad news that always seems to be in the headlines. While few practices are booming, dental teams are working hard, if not harder, than they have ever done before.
Even though there may not be room in the budget to award any pay adjustments, now is a good time to consider doing your staff performance reviews. We have passed the mid-way point for the year and it is a natural point to provide feedback for the staff. Doing so will allow you to keep everyone focused, acknowledge excellent performers and put mediocre performers on notice. You could find you get a positve energizing jolt in your practice which any office would welcome!
Here are some pointers for effective reviews.
Ask your staff to point out their own strengths and opportunities
Before you prepare the review, get feedback from your staff on how they would rate their performance in key areas. By doing so, you can help set the stage for a productive conversation and anticipate potential areas you may disagree on. Staff members may also bring up accomplishments that you may have overlooked and want to recognize.
Set aside specific time to do the reviews
Avoid the temptation to make delivering a performance review another task that is squeezed into a busy day. Make sure you have enough time to have a productive conversation and allow questions and discussions. This is your chance to provide praise and constructive criticism as needed. You will want to be sure that message is received in a setting that is free of distractions.
Provide straightforward feedback
Many doctors or managers are hesitant to give specific feedback, particularly bad, when delivering a performance review. To help your staff become their best, they will need to know what is going well and what is not. Help each person build on their strengths and overcome their weaknesses with clear expectations and goals that they can achieve.
Use specific examples of model behaviors
Do not leave your staff guessing what your expectations are when it comes to performance. Give specifics examples of what top level performance is. For the business staff, provide a clear goal of the dollar amount in receivables; for assistants, discuss the supply inventory and budget; for a hygienist, set goals for perio procedures as a percentage of her production.
Focus on the long term
Let your staff know you are looking for them to improve and grow their skills in the short and long term. By setting clear goals, they can work to accomplish them. This is also your chance to discuss opportunities to learn new skills or to become cross trained if someone is interested.
While big wins may have been few over the last year, this is your chance to increase morale in the practice and recognize your top performers. While monetary rewards are always welcomed, getting positive feedback and acknowledgment for the team's support during these challenging times can add a lot to your practice.
Even though there may not be room in the budget to award any pay adjustments, now is a good time to consider doing your staff performance reviews. We have passed the mid-way point for the year and it is a natural point to provide feedback for the staff. Doing so will allow you to keep everyone focused, acknowledge excellent performers and put mediocre performers on notice. You could find you get a positve energizing jolt in your practice which any office would welcome!
Here are some pointers for effective reviews.
Ask your staff to point out their own strengths and opportunities
Before you prepare the review, get feedback from your staff on how they would rate their performance in key areas. By doing so, you can help set the stage for a productive conversation and anticipate potential areas you may disagree on. Staff members may also bring up accomplishments that you may have overlooked and want to recognize.
Set aside specific time to do the reviews
Avoid the temptation to make delivering a performance review another task that is squeezed into a busy day. Make sure you have enough time to have a productive conversation and allow questions and discussions. This is your chance to provide praise and constructive criticism as needed. You will want to be sure that message is received in a setting that is free of distractions.
Provide straightforward feedback
Many doctors or managers are hesitant to give specific feedback, particularly bad, when delivering a performance review. To help your staff become their best, they will need to know what is going well and what is not. Help each person build on their strengths and overcome their weaknesses with clear expectations and goals that they can achieve.
Use specific examples of model behaviors
Do not leave your staff guessing what your expectations are when it comes to performance. Give specifics examples of what top level performance is. For the business staff, provide a clear goal of the dollar amount in receivables; for assistants, discuss the supply inventory and budget; for a hygienist, set goals for perio procedures as a percentage of her production.
Focus on the long term
Let your staff know you are looking for them to improve and grow their skills in the short and long term. By setting clear goals, they can work to accomplish them. This is also your chance to discuss opportunities to learn new skills or to become cross trained if someone is interested.
While big wins may have been few over the last year, this is your chance to increase morale in the practice and recognize your top performers. While monetary rewards are always welcomed, getting positive feedback and acknowledgment for the team's support during these challenging times can add a lot to your practice.
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