Published in Our Bite-Sized Practice Management Newsletter
It is spring and, of course, many dentists thoughts turn to retirement. While this may not sound as fun as dancing through the tulips, my guest columnist is a Certified Financial Planner CFP® who finds this topic exhilarating. And as you will see, he is also giddy, knowledgeable, thoughtful and inquisitive.
Job descriptions and job ads are two essential tools used in the hiring and onboarding process. But there is a difference between job descriptions that are written to fill an HR file and job descriptions that are living documents used to set expectations and ground employee performance. In this article, we’ll show you the components of a job description that can assess, orientate and evaluate new and veteran team members.
You may think your beliefs and attitudes don’t affect your hiring decisions. You may think that given the dearth of good employees, who you end up hiring has more to do with luck and availability then your own mindset. But if you believe this, you will be dead wrong. In this article we will explore what it means to have a growth mindset versus a fixed mindset and why this matters when you embark on the hiring process.
It seems the entire nation is short-staffed. On top of that, recruiting employees can be expensive, time-consuming and frustrating. Replacing an employee can cost 2 ½ times that person’s salary. In our industry, given the dearth of hygienists, the job matchmaking site, Indeed, has been charging $75 for every hygienist resume it sends to a dentist’s inbox, regardless of whether this is a viable candidate.
In my last article, we examined three common hiring mistakes:
1. Assume experience equals expertise
2. Hiring someone you want to socialize with
3. Hiring when you’re desperate
In this article we tackle the next three mistakes. By avoiding these blunders, you will be to assess your candidates more effectively, match their skills to the job requirements and gain the team’s support and approval for the winning candidate.
Hiring the wrong person can be expensive. A bad hire can cost your dental practice 2.5 times that person’s salary and even worse, devastate your team’s morale and your practice’s reputation. So how do you avoid hiring the wrong person?
If you are considering purchasing or selling your practice, utilizing an Escrow company will be an extremely smart decision Here are the benefits of working with an escrow firm and what you will need to consider.
I recently spoke with a CPA/CFP who has worked with dentists throughout the country hone their financial vision for 20+ years. I asked him to share some insight as to what dentists should be focusing on as they put a capstone on 2021 and game plan for 2022. Below is what he shared:
In this tight job market, discerning dental candidates want excellent compensation as well as a great working environment. Ideally, you want to attract candidates who value personal and professional growth. This article describes what you can you do to create this kind of culture so that that these candidates are eager to work with you.
Last week, I wrote an article, The Holiday Gift Dilemma, about how to make the mandatory office cash bonus more interactive and meaningful. But since then, a few of my clients have asked additional questions about what amount of money they should give their team members for their holiday gift. So, this Ask Sharyn responds to everyone’s joint confusion: How much cash should I give my team at Christmas?
Every Dentist In the USA
How would you describe your role with patients? Do you see yourself as the white knight hero swooping in to rescue them from gum disease or as a sage guide offering advice on how to have a healthier mouth? In this article, we will explore who should be the “hero” in your practice and how this perspective could change your approach to presenting treatment options.
Do you have to give your dental team a holiday “gift” every year? Is there any way of making this expectation more meaningful? Here are 5 alternatives to simply handing out checks to your dental team.
View your current payroll costs at a glance and forecast the impact of potential raises. You will be able to see any compensation inequities, compare payroll costs to your production and calculate the costs of proposed raises against your production goals.
“As an Office Manager, I’ve seen a great difference in my practice since starting with Sharyn. Three years ago our staff was in turmoil with a lot of infighting and gossip and some jealousy directed towards me.
I had given up because everything I did was judged. Now I have learned to have more one-to-one communication and by being more vulnerable with individuals I found my leadership voice. As a team, we’re all focused on the same goals.
Last year, in August we produced $88,000. This year we’re on track to produce $111,000 this month. I know it’s because we learned how to follow through with patients and communicate our expectations while building our systems.
Sharyn has gotten us out of our comfort zone and inspired us to dream bigger and it works.”
