I think the biggest challenge in managing a dental practice is hiring, training and keeping good staff. It's as precarious a task as building a house of cards. Pull one card out and the whole thing comes tumbling down. Losing a staff member that I thought would be with us for a long time is a big disappointment for me.I thought we were there with a really strong staff that was on it's way toward being long term. This morning, our roving assistant e-mailed me to tell me that she'd accepted a job as a scrub tech because she'd get better medical benefits. I'd like to say my first thought was that I was happy for her to have that opportunity, but I'd be lying. I was annoyed because I'd put time into her, believed her at her interview when she told me she didn't want to work in a hospital and could see herself with us for years, and know my effort was in vain because I'd have to start all over with someone new. I'm disappointed because she was the best person we've had in that position and she didn't even give us a chance to counter with an offer of higher salary.
I called and talked to my boss about it and his pragmatism helped me to see that although this is a huge inconvenience and disappointment, it's just the way it goes. People will, and probably should do what is best for them.I know our staff will be disappointed and even a little annoyed, just like I was. This always affects everyone. We all have to chip in more, help guide a new employee and get used to whatever their new personality will bring to us as a team. As a leader, I'll have to keep them focused on positive aspects of this situation. Who knows who we'll find to take this position and what special benefits and side effects they'll bring with them. I was reading this article about interviewing on Dave Rendalls Freak Factor blog and liked what he had to say about the side effects that people have on a workplace. He also says that we all have weaknesses in addition to our strengths and I'll admit, my initial despairing gut reaction to an employee quitting is probably my Achille's heel. I immediately get flooded with negative thoughts in response to reading, "I'm sorry to say I'll be leaving." Luckily, I have Dr. Morgan to counter that with his eternal optimism. That's not to say he wasn't disappointed, as well, he just seems to have a resevoir of "pull your socks up and keep moving-ness" to draw from. Knowing he'll back me up and support me in the challenges to come will help keep my socks up, too.
This employee was thoughtful enough to give us two weeks notice. Now, I have often heard dentists say they won't accept the offer and want the employee out immediately. I once had an employer try to force me to refuse the notice, but I talked him into letting her stay. If an employee bears no ill will to the practice, they can be a major asset in helping train someone new, or at least keep things moving for two more weeks. It will be odd to go in next week and tell the team that she is leaving while she's still there, but I hope that I will have the wisdom wo find a way to make it comfortable for everyone.
It's always stressful to work with an incomplete staff, so I'll be working hard to find someone to take her place. In the meanwhile, I'll be trying to find ways to keep our staff optimistic, knowing that while they may have to work a little harder for a while, it won't be forever. We all have to realize that some employees will come and stay a long time and become a part of who we are as a practice. Others will drop in, add a little flavor and move on. It's not about who we are, it's about what they need and we'll wish them well. We'll all keep our socks pulled up and if we have to, we're not above bending over and pulling up someone else's when they just can't do it themself at the moment. And it's good to know we're stronger than a house of cards. Pull one out and we may lean a little, but we keep standing. Disappointment happens, and that's all it really is.
I think the biggest challenge in managing a dental practice is hiring, training and keeping good staff. It's as precarious a task as building a house of cards. Pull one card out and the whole thing comes tumbling down. Losing a staff member that I thought would be with us for a long time is a big disappointment for me.I thought we were there with a really strong staff that was on it's way toward being long term. This morning, our roving assistant e-mailed me to tell me that she'd accepted a job as a scrub tech because she'd get better medical benefits. I'd like to say my first thought was that I was happy for her to have that opportunity, but I'd be lying. I was annoyed because I'd put time into her, believed her at her interview when she told me she didn't want to work in a hospital and could see herself with us for years, and know my effort was in vain because I'd have to start all over with someone new. I'm disappointed because she was the best person we've had in that position and she didn't even give us a chance to counter with an offer of higher salary.
I called and talked to my boss about it and his pragmatism helped me to see that although this is a huge inconvenience and disappointment, it's just the way it goes. People will, and probably should do what is best for them.I know our staff will be disappointed and even a little annoyed, just like I was. This always affects everyone. We all have to chip in more, help guide a new employee and get used to whatever their new personality will bring to us as a team. As a leader, I'll have to keep them focused on positive aspects of this situation. Who knows who we'll find to take this position and what special benefits and side effects they'll bring with them. I was reading this article about interviewing on Dave Rendalls Freak Factor blog and liked what he had to say about the side effects that people have on a workplace. He also says that we all have weaknesses in addition to our strengths and I'll admit, my initial despairing gut reaction to an employee quitting is probably my Achille's heel. I immediately get flooded with negative thoughts in response to reading, "I'm sorry to say I'll be leaving." Luckily, I have Dr. Morgan to counter that with his eternal optimism. That's not to say he wasn't disappointed, as well, he just seems to have a resevoir of "pull your socks up and keep moving-ness" to draw from. Knowing he'll back me up and support me in the challenges to come will help keep my socks up, too.
This employee was thoughtful enough to give us two weeks notice. Now, I have often heard dentists say they won't accept the offer and want the employee out immediately. I once had an employer try to force me to refuse the notice, but I talked him into letting her stay. If an employee bears no ill will to the practice, they can be a major asset in helping train someone new, or at least keep things moving for two more weeks. It will be odd to go in next week and tell the team that she is leaving while she's still there, but I hope that I will have the wisdom wo find a way to make it comfortable for everyone.
It's always stressful to work with an incomplete staff, so I'll be working hard to find someone to take her place. In the meanwhile, I'll be trying to find ways to keep our staff optimistic, knowing that while they may have to work a little harder for a while, it won't be forever. We all have to realize that some employees will come and stay a long time and become a part of who we are as a practice. Others will drop in, add a little flavor and move on. It's not about who we are, it's about what they need and we'll wish them well. We'll all keep our socks pulled up and if we have to, we're not above bending over and pulling up someone else's when they just can't do it themself at the moment. And it's good to know we're stronger than a house of cards. Pull one out and we may lean a little, but we keep standing. Disappointment happens, and that's all it really is.