1. Typically practice owners do not have or do not follow an effective hiring protocol as they are often in a hurry. Many successful practice owners follow the maxim “Hire slow, fire fast”. By doing so you increase the probabilityof hiring a “good employee”. 2. Hire for ATTITUDE is hiring Golden Rule #1. The right attitude cannot be taught. Everything else can be. 3. Interviews only give you an “outer-view”. You won’t really know if you have a winner until you see the employee in action over a period of time. If the employee does not meet expectations within 90 days, dismiss...
There are a lot of variables, but I think you'll find these numbers close to average plus or minus a few percentage points (based on collections): Staff: 25%Rent/upkeep, cleaning, etc: 5%Lab: 5%Dental Supplies: 5%Marketing, phones, etc: 10% Typically there are not too many places to cut costs other than payroll when it comes to the management of your dental practice overhead. In general payroll is the one area where the percentages are often too high. On top of that most practices are only producing at about 60% of what they could be doing. Consider this: A $10,000.00 monthly increase equals $120,000.00 per...
The primary reason practices underperform is staff non-compliance, which is a sign of poor leadership. Effective leadership is, in part, achieved by: 1. Having agreement among all your team members. 2. Having those agreements contained in your office policies.3. Referring staff to the policies when they have questions. 4. Seeing that the policies are fairly enforced. 5. Dismissing those who cannot or will not follow simple, useful policies. Kevin Tighe, Cambridge Dental Consultants, Senior Consultant, got bitten hard by the business and marketing bug during long summer days working at his dad's Madison Avenue ad agency. After joining Cambridge as a...
What most practice owners are missing is not how to book an appointment but how to be effective leaders. The best systems in the world are useless if the staff do not comply. Good leaders know how to get staff to willingly follow through and comply. Agreement among all team members is key. Your written office policies should contain those agreements and should answer most questions staff come up with. Doing so will save you much time and simplify the management of your practice. Staff non-compliance is a sure sign of poor leadership. The primary reason practices underperform is staff non-compliance. ...
