CoVid has changed so much in our world and our team is no exception. Team management seems to be more troubling now than ever before. Ensuring you have the right people on board, trained effectively, and sharing your vision is a process and one we may not have a lot of time for. However, if you don’t take the time now, your team can make or break you in the long run. Getting the right people on the bus and in the right seats is a 4-step process. As you start this journey, remember this “You can always train for skill, you cannot train attitude” Let’s look at the steps.
Step #1-Finding the Right Person
This might be the hardest step. Where do you look? How do you look? What are you really looking for? Make a list of the qualities that make up your perfect team player. Make sure you have a job description and clearly defined responsibilities and expectations for you and for your prospects. If you have a great applicant, they will ask you what you are searching for. A great applicant is not just searching for a job they are looking for a long-term commitment. Next, think outside of the box. Step outside of your industry. Look to great companies or industries that are customer service-oriented. Ask around family members and friends about high-quality performers.
Social media is an effective tool also. LinkedIn is the obvious choice. You can be very detailed in what you are looking for. Make sure you check for messages often during the day. The next choices in social media are Facebook and Instagram. It is best to be less descriptive on these sites and ask applicants to message you rather than post a comment. Once you have people contacting you it is time to prepare for your interviews. Know what questions you will ask and what answers you hope to hear. Research and create out-of-the-box questions that will make the applicant think on their feet, which will also give you a better idea of their true personality. Allow your team to meet your top 3 to 5 applicants, perhaps allow them to take the person to lunch. And once you have this narrowed down, it is a good idea to ask the applicants to take a communication or personality profile to ensure they will fit in with the rest of your team. And don’t forget to check past employment and references.
Step #2-Hiring the Right Person
Know what you can afford and what benefits you will offer. Be prepared with all communication and documents. It is important to have job titles and responsibilities in writing, as well as acknowledgement forms. Review the offer and all documents in person if possible, with the lucky person. Prepare an onboarding document that will describe the first 4 to 12 weeks of employment in your office, what they can expect from you and what you expect from them. This document should include HR information, training information as well as any team events. Ask what questions you can answer for the new team member. Ensure you and the member has signed the document and each of you has a copy.
Step #3-Training the Right Person
This step must be repeated daily, weekly, monthly, and then yearly! There is not such a thing as too much training. Offer webinars, videos, online training, books, and hands-on, anything that will enable this new qualified and excited team member a chance to love what they do. Make sure you have a training program in place, it is detailed, and you and the team member sign off on each phase of the training.
Step #4-Retaining the Right Team Member
It’s true, it costs you 38% of a team member’s salary to replace them. If you have the right team on the bus and in the right seats, it is now your job to keep them there. Your practice doesn’t succeed just because of your dentistry. Your team can bring in new patients and ensure existing patients continue to step into your practice. Or they can run everyone away. Hiring well from the beginning costs less and saves you great frustration.
This is a process and one that should have well-laid out plans. Don’t let yourself get down or frustrated. Take your steps and do it right the first time so you don’t have to continually replace your team. Remember to have a plan when searching for your new employee. Hire with confidence and organization and train them continuously. If you are organized in those first 3 steps, #4 will happen naturally.
Here’s to a successful employee hunt!