McKenzie Management, Inc.
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May 27, 2002 Have a happy and safe Memorial
For a FREE a Analysis of Your Practice by Sally
This issue is sponsored in part
- A full service, in-office dental management
consulting company specializing in the business,
clinical,and hygiene areas of practices
nationwide.You can find McKenzie Management at http://www.mckenziemgmt.com
- More than 30,000 healthcare practices nationwide use
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-Never practice solo again! DentalTown.com is a free
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- Make Your Practice Profitability Soar! SoftCare™ boosts your hygiene
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Lares' PocketPro Lasers™ is easy to learn and offers a quick and dramatic return
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- Finances, via lease or loan, dental and
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also offers a variety of
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- Allow InForms to
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McKenzie’s Weekly Management e-Motivator---Issue #13
Do You Measure Up?
Dr. Bustin' Hisbuns is very frustrated.
He's working his tail off and feels like the individual staff
members are just doing their time. Sure, there may be one or two
stars that are putting forth real effort. But everyone else just
doesn't seem to get it. He tells them they need to do better, but
it's not working.
Many doctors are frustrated by the
nonperformers but do little to work with staff in creating solid
goals and expectations. Employees go along thinking they are A-OK
because the office standard of mediocrity has never been
challenged. The bar has never been established, let alone raised
So how do you get the results you want and
need from employees? It's simple. You measure performance.
Performance reviews are one of the most effective tools in
creating a total climate of success in your practice. They
provide an objective and neutral means of leveling the playing
field for the entire staff. While resistance is common initially,
employees rated against objective measures will place more trust
and confidence in the process. They also see the direct
relationship between their performance, the success of the
practice, and ultimately their potential for individual
With input from the employee, establish
individual performance goals that complement practice goals, such
as increasing collection ratio, improving accounts receivables,
expanding production, reducing time to prepare treatment rooms,
and increasing clinical skills. Provide job expectations in
writing, and rate the employees on those expectations. For
example, if you expect collections to be at 98%, tell your front
desk staff, help them to develop a strategy to achieve that rate,
including collections training if necessary, and hold them
Monitor progress and provide constructive
feedback regularly. Performance reviews empower both you and your
staff to develop practical strategies to achieve practice goals.
Sally's Recommended Actions:
- Before job performance measurements can
be established you must develop results-oriented job
descriptions/expectations for all staff.
- Plan to give performance appraisals twice
- At a minimum, plan to appraise the
employee’s performance in the following areas:
- Following instructions, cooperation,
quality of work, initiative, innovation, time management, communication
- Work ethics.
- General characteristics, such as
professional appearance, verbal skills, ability to work
under pressure, organization skills, ability to
For Ready To Use Performance Appraisals
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