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    3 tips for effective performance feedback for your dental team

    Good performance feedback can lead to a better, more efficient practice.

    Almost all of us have spent hours developing plans and programs that we are sure will improve our businesses. We gather our teams together and solicit input. After listening to the team’s comments, we launch the new programs. We assume that everyone agrees completely with the plan, understands their roles, and is as excited as we are. After all, “I’m the boss.” Three months later, we look around and wonder what happened to our great plan.

    Similarly, we’ve all hired incredibly experienced, competent people. Because of their experience, we assume that we think the same and share similar goals and work habits. Everyone goes into the fresh relationship with great enthusiasm. Sometimes, a few months later, we have to wonder why that person isn’t performing to our expectations.

    So the question becomes, “How do you maintain a positive, enthusiastic work environment and get the results that you know your team is capable of producing?”

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    A good employee wants to be part of a larger group and have a role within that group. In a work environment, it is the employers who define that role and help the employee excel within it. If a role is well-delineated, the goals are clear and reasonable, and the strategies are in place, a good employee recognizes that they are set up to succeed.

    The first step to providing successful performance feedback is creating well-defined, achievable goals. Make sure your goals align with your short term plans as well as with the organization’s overall goals.

    Equally important, you will need to create appropriate strategies. Strategies are the activities that the staff needs to perform in order to be successful. The activities should yield measurable results. You will need to define a timeline to implement your strategies.  It may take some time to ramp up in order to fully implement all of the activities necessary for success. 

    Finally, you will need to measure your team’s activity and their incremental results toward achieving their goals. There should be predetermined incentives for achieving and consequences for failing to reach those goals. One note of caution, do not incentivize or penalize staff for results over which they have little or no control.

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    Continue to page two to see what you need to do next.



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