You’ve brought in the perfect new team member…Until you realize that new hire isn’t working out to your expectations.
What happened? Sometimes it’s miscommunication (or none at all) that sends you back to review the stack of applications.
This three-step solution is simple, and it can really benefit both the practice and the new employee.
MAKING THE PLAN
When you add a face in your practice, get out the calendar and set up three “check-in” meetings, at 30, 60 and 90 days from the date of hire. These can be quick reviews, where you evaluate specific tasks and expectations, and allow questions from your new hire.
AT 30 DAYS…
Your first meeting should simply examine how your new hire is becoming familiar with technicalities, like office software. Is there clear and increased understanding, and if not, where are the gaps occurring? Be sure to allow and encourage questions!
AT 60 DAYS…
Systems, systems, systems! Evaluate how well your new team member is learning the systems associated with their role. If it’s a new administrator, is there growing understanding? Or are there noticeable gaps in their grasp of phone protocols, accounts receivable, collections, insurance protocols, etc?
AT 90 DAYS…
It’s time to make a game plan for the new employee’s future with the practice. Be sure there’s understanding of the job description, roles and responsibilities, and recognition of how to help you reach your goals month after month.
Remember, intentional communication is the key to all aspects of a successful dental practice. Be very clear with your expectations from the start, and use these short check-ins to assess early performance. Listen intently to questions! When you are diligent in this area of leadership and communication, both the practice and its new employee are set up for success. It’s a great way to avoid that dreaded realization (and difficult conversation) that “this just didn’t work out.”
Give it a try with your next hire!