Orthotown December 2015 - (Page 26)

practice management // feature 10 Things Every Orthodontist Needs to Know About HR Management by Ann Marie Gorczyca, DMD, MPH, MS W hen I ask a fellow orthodontist how things are at his or her office, we frequently end up discussing a personnel situation. The orthodontist may be distraught. Often, he or she is burdened by a problem with an employee and wondering how to find a peaceful solution. No aspect of dental practice management is more difficult or daunting than human resource management (HRM). Doing HRM right will help you conquer your challenges and create the orthodontic practice of your dreams. Here are 10 things you need to know to make your HR management easier. Have your team members read the handbook on the clock, and note that in their personnel records. Store these affirmations in each personnel file. This practice could prove useful in the future. Attorneys often state that it is difficult to defend clients on employment issues when there is no documentation of having a team handbook that is legal and up-to-date. When opening a new office, put creation and enforcement of a team handbook at the top of your list of office-management necessities. 1. Working without a team handbook is like living in a lawless land Despite everything you may do to hire a dedicated, engaged and capable new team member, statistics show that 31 percent of the U.S. workforce quits their jobs by voluntary leave within the first six months. The reasons for this are: * Changed their mind (career path) * Work is different than expected * Boss was a "jerk" (tyrant) * Didn't receive training * Job wasn't fun We can't do much about the first two reasons, but we have the ability to be a great boss, to train and coach our new hires, and to keep the office fun. These actions will maintain turnover at an Countries have laws. Orthodontic offices have rules. Having a team handbook is critical to your success. No office is safe without this written procedures-and-policies manual. It is a behavior guide that makes it easier for team members to understand the standards, the mission, the core values, and the rules of their office. Staff must accept and abide by these office rules of conduct. Office culture is not optional. This is not a contract, but a standard that you set for those who work in your office. Insist upon a signed statement that each employee has read the team handbook and is aware of all that is contained therein. 26 DECEMBER 2015 // orthotown.com 2. Thirty-one percent of new hires in the U.S. quit their jobs within the first six months http://www.orthotown.com

Table of Contents for the Digital Edition of Orthotown December 2015

Orthotown.com Highlights
Embrace Progress: It’s Always Time for a System
Industry News
Finishing Tips, Tricks and Voodoo
Preserving Anterior Anchorage in Cases of Congenital Missing Laterals
Smooth Running: A Guide to Practice Transitions
Office Visit: Upstate New York Orthodontist Hits a Home Run with Winning Smiles
10 Things Every Orthodontist Needs to Know About HR Management
The Benefi ts of Early Treatment
Accelerated Orthodontic Tooth Movement with Clear-Aligner Therapy
Path to Purchase Research: A Survey Analysis
Poll
The Case for Soft-Tissue Orthodontics
Ad Index

Orthotown December 2015