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Suggest You - Do You Have A Winning Team?
The Right Time The signs are ominous. And they are everywhere.With every passing day, more and more consumers are switching to the online route for transacting businesses. With every passing moment, businesses are reporting a jump of few points in the transactions that people are doing online. Quite a number of offline purchases nowadays are a result of customer reading up on information about th
8. Now we get to the BONUS system. Incentive plans are an accepted method of acknowledging productivity and, if well designed, will enhance the viability of the practice.
9. Lead by example. Be positive about how the practice is doing; don't get all negative when things appear to be going the wrong direction. This pulls everyone down. As the leader of the practice, you are expected to set a positive tone. Present the staff with a positive plan of action or get their input on one.
10. Give your orders clearly and in writing and keep a copy for yourself to follow up on at a specified time.
Gone are the days when traditional advertising was enough to promote your restaurant. Today, restaurant business has got very tough competition and will continue to do so. So, as a restaurateur you need to be very savvy about the advertising of your restaurant. Your adverting strategy should be very creative and different from the crowd. It should create that much excitement that people cannot stop themselves from
Having worked with hundreds and hundreds of dentists we've observed that most of them do a fairly decent job of hiring the right staff, but think they haven't -- simply because they are not coaching them into the winning team.
To create YOUR dream team, here are 10 suggestions:
1. Know exactly what YOUR practice goals are. And we are not just talking dollars and cents here. YOU must determine what you want from the practice: what hours, what type of patients you want, what level of care and service to provide. And yes, what level of profitability you want to achieve.
2. Set specific POLICY for your practice. Define the guidelines for achieving your goals: what kind of payment plans are you going to allow patients; are you going to accept assignment of insurance; what is your fee guide and are you going to stick to it; what is your cancellation policy and how are you going to enforce it; recall system and how the staff are to accomplish this; general staff guidelines, such as vacation, illness, uniforms, confidentiality of patient information, etc.
3. Now you need some PLANS to achieve those goals. Such as marketing plan (internal/external), bonus system for your staff, continuing education for dentist and staff, etc.
4. A staff meeting once a week is a great place to review the statistics and progress of the practice toward your goals and then set up game plans, quotas to be met and targets to be accomplished in the next week. Well done staff meetings result in increased efficiency and productivity through coordination of staff efforts.
5. Daily morning conferences coordinate the various aspects of the practice for the day as a team. Included are discussions of any special needs of patients coming in that day.
6. >b>Acknowledge your staff! Thank your team players for being there and doing their jobs effectively.
7. When and how to correct a staff member is a touchy topic. Sometimes you feel like losing your cool when a staff member does something wrong in front of a patient, BUT DON'T!! Meet later privately, and discuss the incident and work out how to prevent it from recurring. Document it also for the staff members' personnel file. (If you met with them to tell them "Well Done", also document that for the staff members' personnel file.)
8. Now we get to the BONUS system. Incentive plans are an accepted method of acknowledging productivity and, if well designed, will enhance the viability of the practice.
9. Lead by example. Be positive about how the practice is doing; don't get all negative when things appear to be going the wrong direction. This pulls everyone down. As the leader of the practice, you are expected to set a positive tone. Present the staff with a positive plan of action or get their input on one.
10. Give your orders clearly and in writing and keep a copy for yourself to follow up on at a specified time.
<Getting fired used to be something that many people figured would ruin their career.Obviously, getting fired isn’t an ideal situation but it’s certainly something that can be dealt with, so that you get back into the work world again quickly with a minimum of discomfort.Perhaps as a society we’ve gotten used to hearing about people being fired, whether it was the whole dot com bubble bursting which re
2. Set specific POLICY for your practice. Define the guidelines for achieving your goals: what kind of payment plans are you going to allow patients; are you going to accept assignment of insurance; what is your fee guide and are you going to stick to it; what is your cancellation policy and how are you going to enforce it; recall system and how the staff are to accomplish this; general staff guidelines, such as vacation, illness, uniforms, confidentiality of patient information, etc.
3. Now you need some PLANS to achieve those goals. Such as marketing plan (internal/external), bonus system for your staff, continuing education for dentist and staff, etc.
4. A staff meeting once a week is a great place to review the statistics and progress of the practice toward your goals and then set up game plans, quotas to be met and targets to be accomplished in the next week. Well done staff meetings result in increased efficiency and productivity through coordination of staff efforts.
5. Daily morning conferences coordinate the various aspects of the practice for the day as a team. Included are discussions of any special needs of patients coming in that day.
6. >b>Acknowledge your staff! Thank your team players for being there and doing their jobs effectively.
7. When and how to correct a staff member is a touchy topic. Sometimes you feel like losing your cool when a staff member does something wrong in front of a patient, BUT DON'T!! Meet later privately, and discuss the incident and work out how to prevent it from recurring. Document it also for the staff members' personnel file. (If you met with them to tell them "Well Done", also document that for the staff members' personnel file.)
8. Now we get to the BONUS system. Incentive plans are an accepted method of acknowledging productivity and, if well designed, will enhance the viability of the practice.
9. Lead by example. Be positive about how the practice is doing; don't get all negative when things appear to be going the wrong direction. This pulls everyone down. As the leader of the practice, you are expected to set a positive tone. Present the staff with a positive plan of action or get their input on one.
10. Give your orders clearly and in writing and keep a copy for yourself to follow up on at a specified time.
Unless you are among the luckiest people in the world, or you are totally free of all relationships in the real world, you have to cope with difficult people in the course of your work.Difficult people are everywhere. Some are habitually late for work. Customers are often rude. Co-workers can be abusive and uncooperative as they guard their turf. Others may goof off leaving you to pick up the slack. T
3. Now you need some PLANS to achieve those goals. Such as marketing plan (internal/external), bonus system for your staff, continuing education for dentist and staff, etc.
4. A staff meeting once a week is a great place to review the statistics and progress of the practice toward your goals and then set up game plans, quotas to be met and targets to be accomplished in the next week. Well done staff meetings result in increased efficiency and productivity through coordination of staff efforts.
5. Daily morning conferences coordinate the various aspects of the practice for the day as a team. Included are discussions of any special needs of patients coming in that day.
6. >b>Acknowledge your staff! Thank your team players for being there and doing their jobs effectively.
7. When and how to correct a staff member is a touchy topic. Sometimes you feel like losing your cool when a staff member does something wrong in front of a patient, BUT DON'T!! Meet later privately, and discuss the incident and work out how to prevent it from recurring. Document it also for the staff members' personnel file. (If you met with them to tell them "Well Done", also document that for the staff members' personnel file.)
8. Now we get to the BONUS system. Incentive plans are an accepted method of acknowledging productivity and, if well designed, will enhance the viability of the practice.
9. Lead by example. Be positive about how the practice is doing; don't get all negative when things appear to be going the wrong direction. This pulls everyone down. As the leader of the practice, you are expected to set a positive tone. Present the staff with a positive plan of action or get their input on one.
10. Give your orders clearly and in writing and keep a copy for yourself to follow up on at a specified time.
Interviewing is a two-way street. Obviously, the organization is using the interview process to evaluate you and your credentials to determine if you are a solid fit for the company’s needs. But the interview is equally important for the opportunity it affords you to evaluate how well the company and the position match what you are seeking. Formulating a series of well-thought out questions in advance of the int
6. >b>Acknowledge your staff! Thank your team players for being there and doing their jobs effectively.
7. When and how to correct a staff member is a touchy topic. Sometimes you feel like losing your cool when a staff member does something wrong in front of a patient, BUT DON'T!! Meet later privately, and discuss the incident and work out how to prevent it from recurring. Document it also for the staff members' personnel file. (If you met with them to tell them "Well Done", also document that for the staff members' personnel file.)
8. Now we get to the BONUS system. Incentive plans are an accepted method of acknowledging productivity and, if well designed, will enhance the viability of the practice.
9. Lead by example. Be positive about how the practice is doing; don't get all negative when things appear to be going the wrong direction. This pulls everyone down. As the leader of the practice, you are expected to set a positive tone. Present the staff with a positive plan of action or get their input on one.
10. Give your orders clearly and in writing and keep a copy for yourself to follow up on at a specified time.
People in leading positions are often in a dilemma: on one hand they are supposed to give great performances, make the right decisions and so forth; on the other hand, they have to fill the role of a very confident and self-assured manager. This may be considered a dilemma because CEOs are expected to be almost supernatural, and asking for assistance in what is supposed to be their core competence (leadership!) sim
8. Now we get to the BONUS system. Incentive plans are an accepted method of acknowledging productivity and, if well designed, will enhance the viability of the practice.
9. Lead by example. Be positive about how the practice is doing; don't get all negative when things appear to be going the wrong direction. This pulls everyone down. As the leader of the practice, you are expected to set a positive tone. Present the staff with a positive plan of action or get their input on one.
10. Give your orders clearly and in writing and keep a copy for yourself to follow up on at a specified time.
Of course there are hundreds of other points to becoming the worlds' best boss, but start with the above.
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