Doctor - Look at it from my Perspective

 Doctors often tell me “I love doing dentistry, but employees and management are killing me”.  I suggest that taking a few minutes to look at the situation from an employee’s perspective might help in the creation of a more harmonious workplace environment.
When we discuss dentistry with our patients, one of the most important questions we can ask is “What outcome are you looking for Mrs. Smith?”.   Do you know what outcomes your staff is looking for?  Have you asked them?  Believe it or not you will find that your staff is not just looking for more money.  Have you shared the outcomes you are looking for with your staff?
Money certainly is on the list of important elements in a satisfying job relationship.  However, several other items are also very important.  This is especially so as you develop an emotionally mature and intelligent team. 
Team members want clarity about their job role and the role of other team members.  Every member of the team should have a written job description.  When you develop an atmosphere of trust with your team you can work as a group to develop and then re-develop job descriptions to fit the specific skill sets of your team and the changing nature of your practice over time.
Your team wants accountability.  You must be accountable to yourself, your patients and your team.  You cannot ask your team to deliver what you do not demonstrate on a daily basis.  One of the most common issues that I see holding practices back is the lack of putting systems in place to create an atmosphere of accountability for everyone (doctor, staff and patients) in the practice.
Recognition is a central element in what team members talk about in a job that is satisfying.  That means that communication between team members and the doctor as well as between team members must be open and direct.  That only happens when there is respect and trust among all the players on the team.  Try to find your team members doing something good and tell them about it.  Share good news with the team.  Discuss problem issues in private.
Your employees need to feel that they are part of a cause – something bigger than any one person.  Doctor have you spent any time recently talking with your team about your philosophy of dentistry?  Do you have a written mission statement that you have shared with your team?  Have you asked for team input?
 
Is your practice a place that someone could join and have a career?  Do have and do you want, long-term employees?  It there opportunity for your team members to make progress in your practice?  Again, that does not mean just monetarily.   Career oriented staffs want to be challenged and given a chance for more responsibility.
 Doctor have you developed the skills to train your team and trust them so you can let go and let them help carry your practice into a more successful lower stress future?  Think about it from the perspective or your staff.  They want success just as much as you do.  Make sure that your team members are all on the same bus with you as the bus driver.  Make sure that everyone is in the proper seat facing in the proper direction[1].  Enjoy the ride.
Blg030518


[1] Collins, Jim, Good to Great, WWW.Jimcollins.com