Paper Cuts Can be Profitable
“The difference between the right word and almost the right word is the difference between lightening and the lightening bug.” Mark Twain
My name is Carolanne S. and I have been trying to find a new position as a Business Administrator in a progressive dental practice. My goal would be to attend the McKenzie Management Advanced Business Course, as I want to keep improving my skills. I was recently offered a position as an Office Manager. The current manager had given notice and was retiring. I passed the application and interview process, which took about two hours and was told that I could expect to be called to start the following week. I was very happy, even went out and bought some new clothes, until I received this phone message on my home answering machine:” “Hi, Carolanne, this is Mary from Dr. Forthright’s office and I regret to tell you that we have decided on another applicant for the position. Good luck in your search for employment.” I was stunned! I thought I had the job. Isn’t there a better way to communicate this information?
Dear Carolanne S.,
Rejection is never pleasant especially when you had accepted the position. Job seekers are under a lot of stress and are sensitive to bad news. The utmost tact should be used when delivering this kind of information. Most dental offices have not developed a formal system for rejecting applicants and should have a form letter designed to deliver the message. Leaving a message on an answering machine can be a breach of privacy if the wrong person gets the message before the intended recipient. An e-mail letter can be used if the applicant has applied via e-mail but in the case of a two-hour face-to-face interview, more sensitivity should apply.
Under your circumstances, it would be of benefit to you to call Dr. Forthright’s office for a more definitive reason as to why you were not hired. There seems to be a miscommunication as to whether the position was offered or not. If you were not given a written job description, compensation information and employment tax documents to fill out, your hiring process was not completed.
For the future, should you ever be on the other end of this process I would recommend setting up the following system for writing rejection letters:
Make your letter positive, precise and brief. Do not be vague as the applicant may think that they can call back and barter for the position. The following is a sample rejection letter.
Thank-you for applying for the Office Manager position. Both Mary and I were very impressed with your accomplishments and job history. It was a pleasure speaking to you during the interview process. The Office Manager position requires, however, extensive treatment planning experience and knowledge of insurance billing.
We would like to keep your resume on file so that we may consider you for future openings. We wish you continued success in your career.
Dr. Jack Forthright
Before writing any letter consider the content and the objective. You may have to rewrite the letter a few times before sending it. Edit, edit, edit in order to make sure you have communicated your message with sincerity and sensitivity. For Advanced Business Training for the doctor and team please call McKenzie Management today.
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If you’re somewhat baffled by a pervasive dwindling of momentum from your best and your brightest, you’re not alone! Over half the businesses in America struggle with reduced revenues from a lack of employee initiative.
What’s more surprising to learn is that this workforce dilemma is often times perpetuated by an organizational weakness. This weakness appears to be entrenched in businesses that lack a sense of employee purpose or value. Truth be known, business owners are driving employee initiative, simply by the way in which they honor (or ignore) their people.
When business owners recognize that their employees ‘incentive barometer’ can be greatly influenced by the sense of pride they exude in their workforce, this insidious dilemma quickly disappears.
Ultimately, the practice spotlight needs to be focused on the heartbeat of human connection, rather than the stopwatch behind task perfection. This “no cost” investment in human capital can be one of the most powerful mechanisms for influencing ordinary workers to seek extraordinary opportunities for advancing themselves and the organization!
What is called for here is a shift in people management. The goal is to increase the employee’s confidence, while intuitively connecting them to a higher purpose. While it’s a known fact that employees excel in performance and instinctively increase their desire to achieve more when they feel valued and appreciated; a simple “pat on the back” is simply not enough. If an organization wants to unleash the power of their people; they must align their core purpose so that it shares perceived value for employees as well.
The employer must also provide a clear understanding of what the organization is striving to achieve, while providing training to meet individual performance expectations. To ensure success, business owners need to give up their incessant need to micromanage people and events. The most successful business owners have faith in their people. If a business owner lacks trust, they have either trained inadequately or simply selected the wrong candidate for the job.
Ask yourself, do you have the right people, in the right places, doing the right things for all the right reasons? If your answers share a level of uncertainty, follow these assessment steps:
As Einstein so eloquently communicated: While not everything that can be counted, counts; everything that counts, should be counted! Train your people to become more accountable. Team members who are asked to measure their own outcomes (along side their team’s collaborative efforts), will be able to position themselves for advancement through a heightened awareness of their own value.
Information is power –even if your employees are at the level of greatness you had always hoped; there is a sustainability factor that needs to be consistently nurtured. Simply put: individuals need to feel that their personal contribution is as important, (if not more important), than the tasks they perform.
Hence, when an individual’s contribution is monitored and acknowledged for greatness, their sense of pride will esteem a “pay-it-forward” desire to serve others in-kind. So the next time you think that your employees are the cause of your problems, take a step back - and think again.
Ask yourself, “what have I done recently to empower my workforce to achieve greatness?” “Am Istagnating my team’s growth through my own ambiguity?” “Does my team truly understand what’s expected of them?” “Have I provided my team the proper training tools to surpass standard norms?” “Do I exude a sense of pride in my people?”
If you find yourself coming up short in an all too familiar leadership void, use the quickest route out by positioning your TeamFirst™. For when you do, you’ll begin to discover the hidden gem in leveraging your practice through the empowered wisdom of an esteemed workforce.
Risa Simon is a certified management consultant, national speaker and published author. Risa earned the mark of CMC, which represents evidence of meeting the highest standards within the consulting profession. For over two decades, Risa has been coaching dental professionals to enhance team harmony, improve operational efficiency, and ensure practice safety. For more information on Risa’s powerful new book “TeamFirst™: It’s All About Connection, Not Perfection!” and other transformational training resources, visit her website: www.simonsaysseminars.com - or call 800 FON TEAM.