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  Sally McKenzie,CMC
 McKenzie Management, Inc.

Sally McKenzie's
Weekly Management e-Motivator

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May 27, 2002 Have a happy and safe Memorial Day!


WEB: http://www.mckenziemgmt.com

For a FREE a Analysis of Your Practice by Sally McKenzie...click here

This issue is sponsored in part by:

McKenzie Management - A full service, in-office dental management
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CareCredit - More than 30,000 healthcare practices nationwide use CareCredit as an
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Dental Town: -Never practice solo again! DentalTown.com is a free community,
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Once you visit, you'll wonder how you ever practiced without it!
Log onto http://www.dentaltown.com TODAY!

LaresResearch - 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 
on your investment.   Lares lasers will also make your dentistry faster and easier,
visit us at http://www.laresdental.com/products/lsc/default.asp
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variables or hidden fees. HPSC also offers a variety of financing programs to dental
professionals seeking to set up, expand, buy into, or acquire a practice. http://www.hpsc.com/

INFORMS - Allow InForms to participate in your successful practice by becoming the
"ONE STOP SOURCE" for your front office needs. We carry a full range of products
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Sally 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 achievement.

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 accountable.

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:

  1. Before job performance measurements can be established you must develop results-oriented job descriptions/expectations for all staff. 
  2. Plan to give performance appraisals twice a year. 
  3. At a minimum, plan to appraise the employee’s performance in the following areas: 
    1. Following instructions, cooperation, quality of work, initiative, innovation, time management,  communication and flexibility.
    2. Work ethics.
    3. Attitude.
    4. General characteristics, such as professional appearance, verbal skills, ability to work under pressure, organization skills, ability to prioritize.
    5. Attendance.

For Ready To Use Performance Appraisals Click Here 

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