Eliminate the Costly "Learning Curve" For New Hires
“Ellen, we would like to offer you the job.” There is a sense of excitement and hope when a new employee comes on board, as well as a fair amount of uncertainty. In most cases, dental teams want to see new hires do well. The problem is that too often, many well-intentioned doctors and staff unwittingly undermine the new employee’s success. They sit back and hope the new hire is smart enough to pick things up quickly, is sharp enough to figure out systems, and is savvy enough to integrate seamlessly into the practice culture. All eyes are on the employee - will they be able to handle it?
In actuality, dentists and their teams need to turn the spotlight on themselves. Once the new employee is hired, that person’s success or failure is contingent upon the people and the processes in place, specifically what is referred to in the corporate world as “onboarding.” It begins when the chosen individual accepts the job, which may be weeks before they actually start in the practice, and it continues through the employee’s first year.
Study after study shows that investing in a new employee’s success can pay huge dividends, including improving employee performance nearly 12% and enabling them to achieve much higher productivity a full two months sooner than others. And don’t overlook the fact that onboarding significantly reduces employee turnover, which can cost anywhere from 30-400% of an employee’s annual salary, depending on the position.
If you are about to enter what you hope will be a long-term employment partnership with a quality hire, take these steps to bring them onboard effectively.
Invest in a strong onboarding process upfront, and you will save yourself countless headaches and likely thousands of dollars in the long run.
Want more of me? Click here to visit my blog, The Lighter Side, for more Dental Practice Management info.
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