3 Ways to Help Keep Your Dental Office Staff Happy

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happy-employees
Happy staff, happy life? Quite possibly. Although there’s no guarantee that a happy staff leads to a happy dentist, you can be sure that a happy staff strengthens your practice. When your staff is unhappy, that unhappiness manifests itself in the form of turnover, which is something you don’t want to see with any level of frequency.

Turnover is bad for your practice for a few reasons. First, it costs you money. You’ll have to recruit new staff and train them. You may even have to turn down appointments because you don’t have enough staff on hand.

Turnover also hurts morale in both your employees and your patients. Employees see the turnover and start to wonder whether they too should look for a new job with another practice. Patients see frequent turnover among your staff and wonder why their favorite hygienists or receptionists are no longer around.

You can limit turnover by making your office an enjoyable place to work.

3 Tips to Keep Your Staff Happy

  1. Give praise. Study after study has shown that employees – regardless of industry – view praise as the single most rewarding benefit they can receive. In a recent study, 83 percent of all surveyed employees said that individual praise was more rewarding than any form of bonus or gift.

    There are a few ways in which you can offer praise. You can do it in a standardized way that’s open to all employees. Popular forms of this kind of praise include an Employee of the Month award or contests that are tied directly to some performance metric.

    Another good way to praise is in one-on-one conversations. Performance reviews present a perfect opportunity to offer praise. You can also do it when it’s not expected. Pull a high-performing employee aside and let them know how they’re doing. Tell an improving employee that you notice and appreciate their efforts. These actions may seem small, but they pay big dividends.

  2. Help them with retirement. Your employees are worried about retirement. They’re concerned that they won’t have enough saved and that they’ll have to continue working long past their desired retirement date.

    You can show your appreciation for their efforts by helping them save for retirement. A 401k plan can be an effective way to do this. It gives your staff the opportunity to save money for their own retirement and it gives you a vehicle to contribute. If your office is small and you think a 401k may be too complex or expensive, you could talk to your financial advisor about alternatives like SEP IRAs.

    Many employees expect some kind of group benefit plan at their place of employment. If you don’t have one, you may have difficulty recruiting quality talent. Similarly, your employees that you do have may view their benefits as being inferior to those offered at other practices.

  3. Create a bonus plan. Your staff knows that you make significantly more money than them. They’re likely fine with that. After all, they also know that you bear all the risk of owning the practice.

    However, they also know that they contribute a great deal to your success. When your business is operating at full speed, they like to be recognized for their contributions – and not just in praise.

    A bonus plan can foster the feeling that you’re all working for the same team. It can create a direct link between your employees’ performance and their compensation. You can tie the bonuses to the practice’s overall performance or you can tie it to specific job functions.

    One note on bonuses, though. Whatever system you put in place, be sure to make the system easy-to-understand and transparent. If employees feel that bonuses aren’t fair, bitterness and resentment could develop.

It’s easy to get caught up in the day-to-day management of your practice. However, always remember that your staff is a crucial part of your practice’s success. Invest in their happiness and you’re likely to see the benefits.

Tim McNeely

is an independent CERTIFIED FINANCIAL PLANNER™ (CFP®) and a Certified Investment Management Analyst (CIMA®) with 15 years of planning experience. Inspired by the insights of his wife Dana Yeoman, D.D.S., Tim has specialized in the unique financial planning needs of dentists. He has been recognized as one of the “Best Financial Advisors for Dentists” by Dental Products Report* for the last 3 years. You can reach Tim attim@mcneelyfs.com or you can tweet your pressing financial questions to him @timmcneely on twitter McNeely Financial Strategies is An Independent Firm located at 18919 Nordhoff St., Suite 6C Northridge CA 91324. Securities offered through Raymond James Financial Services, Inc. Member FINRA/SIPC. *Dental Practice Report subjected each applicant to a rigorous and extensive screening process, checking each entrant against the databases of the Securities and Exchange Commission and the Financial Industry Regulatory Authority to make sure all those selected had clean records with these regulatory bodies. The survey also covered credentials, educational background, experience, size of firm, minimum portfolio requirements and noteworthy professional achievements.

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is an independent CERTIFIED FINANCIAL PLANNER™ (CFP®) and a Certified Investment Management Analyst (CIMA®) with 15 years of planning experience. Inspired by the insights of his wife Dana Yeoman, D.D.S., Tim has specialized in the unique financial planning needs of dentists. He has been recognized as one of the “Best Financial Advisors for Dentists” by Dental Products Report* for the last 3 years. You can reach Tim attim@mcneelyfs.com or you can tweet your pressing financial questions to him @timmcneely on twitter McNeely Financial Strategies is An Independent Firm located at 18919 Nordhoff St., Suite 6C Northridge CA 91324. Securities offered through Raymond James Financial Services, Inc. Member FINRA/SIPC. *Dental Practice Report subjected each applicant to a rigorous and extensive screening process, checking each entrant against the databases of the Securities and Exchange Commission and the Financial Industry Regulatory Authority to make sure all those selected had clean records with these regulatory bodies. The survey also covered credentials, educational background, experience, size of firm, minimum portfolio requirements and noteworthy professional achievements.

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Last modified: February 24, 2016

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