CYNTHIA STAMATION
CHIEF EXECUTIVE OFFICER
Dental jobs are good jobs. They are generally well-paying with long-term job security. They also have the advantages of being part of a caring profession, and being part of a small, highly connected team where everyone has a significant role to play. In total, it’s a much better and more affirming situation than being a cog in a corporate machine.
What dental jobs lack, however, are the opportunities for advancement that are found in corporate pyramids, where progress is recognized by promotions and transfers. Twenty years into their careers, a dental assistant is probably still a dental assistant, and an administrator is probably still an administrator (some might become an office manager).
As the leader of your team, it’s important that you recognize the dynamics of your business and the uniqueness of your team environment. Since the day-to-day tasks of every job (including the doctor) evolve slowly over time, you must find other ways to recognize team progress … both individually and collectively.
The way to do that is to focus on the impact that team members have had on your practice, over and above simply executing their job role’s assigned tasks. What has happened this year that is worthy of acknowledging and celebrating. For example,
Your vision is our mission
Vision is about creating freedom in your life through your business. It is deeply personal and self-defined. No one except you can determine the right answers to the following questions:
- Were there any memorable patient experiences where the team went above and beyond to help patients?
- Have you received compliments and positive feedback from referrers or their teams for your team’s professionalism and personalized attention to the GP’s practice and patients?
- Have you received particularly notable thank you cards, online reviews or other patient communications expressing appreciation for your team’s efforts?
- Has the team improved the reputation of the practice, and do they represent you well within your community?
- Did the team face any internal challenges this year that were successfully conquered by working together?
- What progress did the team make toward achieving practice-specific performance goals that you gave them?
Most people need a cheerleader who works to keep energy at a positive and elevated level. They need to be seen, appreciated, respected and complimented. And in turn they will care about the things that they are recognized for.
As the leader of your practice team, building team spirit, unity and commitment is crucial. It creates loyalty, trust and belief in the values that will shape your ongoing practice success. It also creates a better and more enjoyable daily environment that is free of conflict, drama, gossip and negativity.
This is a wonderful time of the year to highlight the stories that reinforce the kind of team and practice you want everyone to strive for. If you have some kind of team social event to celebrate the season, a bit of preparation for an “off the cuff” speech that says something meaningful about each person individually and the team will warm everyone’s hearts. The new year will begin with excitement and dedication.