Orthodontic Management Solutions

02/18/2025

07/14/2017

When praising employees for their work, be specific . Don't just say , "Great job today". Tell them exactly why their work stands out. Example: "You always hit deadlines." " Your research is detailed." "I never have to correct your mistakes on reports." "Your always willing to stay late when a project needs to be completed." This feedback not only makes people feel their work matters, it will motivate them to continue performing to top standards- it's a win-win for everyone.

07/10/2017

Many employees leave their jobs not because of small salaries and or huge workloads, but because they aren't recognized and or rewarded. The top complaints in the workforce are as follows: Employees don't feel appreciated. Employees are dissatisfied of the lack of employee recognition at their jobs. Employees feel they are not rewarded for their job performance. Employees don't feel their job culture is positive.

06/28/2017

Providing extra paid days off is a type of benefit that makes a difference concerning employee retention and serves as an excellent reward.

This type of reward can be used as a particularly great motivator for a job well done. Example: If an employee had to work to meet a production, collection and or deadline goal for the month and they have achieved this goal - rewarding them with a paid day off to use at their convenience would show how much you appreciate their efforts.

Another option for providing time off: Implement "Half-day Fridays" where employees who meet certain performance levels can get a jump-start on their weekend knowing they will be paid for the entire day.

In addition- another option would be to provide employees extra time off right before the paid holiday so they'll be able to extend their time away from the office and indulge in a little more relaxation.

These types of perks as well as many others will help to create long term employees as they will feel valued and appreciated. orthodontic-consulting.com

06/26/2017

Bottom Line: A simple "Thank you" goes a long way with making people feel valued. The return on the investment is huge for this gesture. These two words can have a significant impact on employees motivation and morale.

06/22/2017

Questions are the heart and soul of any interviewing process. Yet so many interviewers ask the basic standard questions like:" Where do you see yourself in 5 years?" Knowledge of these things are very important, however more importantly hiring someone very skilled whom exhibits poor character can create your entire team to feel the repercussion of your decision - thus eventually effecting the entire business as a whole.

Asking a few more questions related to ones character during the interview process can enlighten you to whom the person may really be outside of their basic work skills. You might be surprised to the answers you receive when asking these next few questions. Name one thing you may have done in the past that you are not proud of? Have you worked to change this within yourself and if so what process have you taken to do so?

These types of questions will help determine a persons character. Listen carefully to their answers and or more importantly listen to their reason for doing what they did. Do they blame someone else? Do they own responsibility for their actions? Are they willing to make the changes necessary for improvement?

These are the type of things you want to know about a person as these traits will carry straight into the workplace enabling you to train them effectively and or not.

Please feel free to like my business page for daily management tips and or visiting my website at orthodontic-consulting.com for upcoming training webinars.

06/21/2017

Gaining employees trust is mostly based upon honesty. If a manager has an employee who is not performing up to expectations, but doesn't have the courage to give him or her truthful feedback, the person will never improve because he or she believes everything is ok. And when that manager finally decides to dismiss the employee, he may find himself in court trying to explain why he was never honest with the employee about his or her performance.

06/20/2017

When treatment recommendations are not accepted in an exam room, generally it's related to one main factor. The doctor and or treatment coordinator failed to explain the advantage of the treatment and it's benefits. In addition, they may have failed to relate the urgency in having the patient commit to the treatment. Rarely, is a commitment in treatment related to financial concerns.

06/19/2017

As a manager.... Rewarding your favorite employees and or the wrong people who don't deserve it will be noticed by all other members of the team - and that will de-motivate them very quickly. Once the sense of fairness is damaged or destroyed, no management actions will have any credibility.