Why Are They Leaving? Keeping Your Dental Employees

Play Video

Having Trouble viewing this video? Please Click here 

Patient Attraction Episode 714

A great deal of your dental practice marketing takes place in the office. And do you know who your most effective in-office marketers are? Your staff. They spend more time with the patients than you do, and your staff is the main factor in determining the patient’s experience. But a bad attitude among your staff is like a virus; it can spread quickly. After the break, I’ll tell you why your employees could be leaving and what you can do about it. Stay tuned.

– Welcome to the Patient Attraction Podcast.

– I’m Colin Receveur.

– Losing a good employee can be incredibly disruptive for a small business.

– A recent Huffington Post article detailed the reasons why good employees leave.

– I think a lot of the reasons apply to dental practices.

– So, let’s look at 6 mistakes you may be making as a manager that lead good employees to quit.

– Number 1: You overwork your best people.

– Extra effort should always be matched by reward.

– If you have some very talented people who are working 50 or more hours a week, they may feel as if they’re being punished.

– And leave.

– So think title changes, promotions, and raises as ways to compensate them for the increased workload.

Number 2: You don’t acknowledge their contributions.

– If you have self-motivated, high-performing staff, the little things matter a lot.

– Those people appreciate acknowledgment, a pat on the back, a small gift for their office, or public recognition.

– Find what motivates your each of your staff to keep working so hard for you, and provide it.

– Number 3: The wrong people get hired and promoted.

– In the end, it’s up to you to decide who you employ and who advances to new responsibilities.

– Bad choices on your part are a major demoralizer for the rest of your staff.

– And it will lead them to question why they’re working so hard when their efforts are ignored.

– Number 4: You fail to honor your commitments.

– It’s easy to make promises, especially during a “hallway conference” in a busy practice.

– But your employees look to you to set the standard and tone for the entire office.

– If you don’t keep your commitments, why should anyone else?

– Number 5: You don’t show that you care about your staff.

– Most practices are small businesses, and many small businesses are like second families.

– Are you involved with your employees’ life events, changes, triumphs, and troubles?

– If not, they’ll think you care only about the work you can get out of them.

– Number 6: You don’t develop your staff’s skills.

– Some people are content to do the same job forever.

– Others want to have new challenges and grow to meet them.

– It’s up to you to find ways to challenge your staff and help them develop.

– Manage your people so they’ll stay and continue to contribute.

– A final thought: You want to keep your talented, hard-working people.

– But those are exactly the people who have employment options that don’t include you.

– Join me tomorrow when I’ll begin a 2-day series on guidelines for search rating quality.

– Until then, keep moving forward.