You walk on eggshells beating around the bush rather than speaking to her directly. There are systems and strategies you'd love to try in YOUR practice but you hesitate to ask for her help for fear of her knee-jerk emotion-sucking NEGATIVE ATTITUDE. Or maybe it's not that black and white. She has a positive attitude, patients love her, and she's been with you forever. Fact is she even says "yes" when you ask her to do stuff. But weeks or months later you realize that little or none of what you requested got done.
One of the most difficult parts of your job as practice owner is firing an employee. Emotionally wrenching. You agonize over the decision and more often than not you make no decision at all. No decision IS a decision. You live day to day with the feeling that you could do better. There are NINE CRITICAL SIGNS IT'S TIME TO FIRE AN EMPLOYEE...
CAUTION. DO NOT VIOLATE EMPLOYMENT LAW
Before we go on, let me save you a boatload of stress and potentially a LOT of wasted time and money. Prior to taking ANY action (even a simple negative performance review, reprimand etc.) you MUST consult an attorney. One well versed in your local labor law. You may think you have an iron-clad case against an employee, and furthermore you may ERRONEOUSLY ASSUME YOU ARE SAFE 'cause you are in an at-will state absent a contract. Well, there may well be circumstances that dictate alternative courses of action. I encountered one such case in my practice. But I was fortunate enough to have consulted legal counsel before I made an enormous mistake.
NINE CRITICAL SIGNS IT'S TIME TO FIRE AN EMPLOYEE
If you have one or more team members who don't belong in your practice, it's NOT COSTING YOU tens of thousands of dollars each year. From thirteen years of one-on-one coaching with a few hundred doctors in my Elite GG12 Practice Growth Coaching program I can assure you that the loss is in the SIX FIGURE range. There are the "A-Team" players who are go-getters, passionate about their work, and 110% ON BOARD helping YOU take giant steps to turn your vision into reality. Then there are those with whom you SUFFER. People who WILL NOT help you achieve your dreams.
It's important to understand that a team member need NOT display multiple signs. ANY ONE OF THESE SIGNS could be your indicator that it's time to free up her (or his) future. Only you can determine if that time has come. But the majority of docs wait FAR TOO LONG, allowing tremendous stress, damage and loss of income to occur prior to taking action. Note, for ease of writing I'll use "her," but clearly could be "him" as well!
- Habit of coming in late, leaving early, of her own accord. Not by your design or preference. Accept a SINGLE STAFF MEMBER abusing scheduled hours and you've opened the door to total team anarchy.
- Calls in sick (or sick kid, sick husband, sick parrot) more than reasonable. Ever see the stress the REST of the team endures when they have to cover the absence of another full timer?
- Puts on an UGLY FACE to you or your team members with any level of regularity. Sure, we all have rough patches in our lives. But how often do her tough times NEGATIVELY INFLUENCE how she feels and deals with others at work?
- Has a "Can't Do" attitude instead of a "CAN DO!" attitude. Don't kid yourself on this one. You know darned well which of your team you HESITATE TO ASK for fear of their CAN'T DO attitude.
- Is always the first to SHOOT DOWN your latest idea in a staff meeting. "That won't work because..."
- Not great at what she does and not getting better. Everyone has a learning curve. But the curve needs to be facing UP!
- Doesn't get along with other staff. She's great with patients, wonderful to you, but she has "issues" with one or more staff members. There are a few ways to resolve this. But resolve you MUST.
- Refusal to ACCEPT and FOLLOW your written policies. ANY policies (assuming you've checked them with attorney). Could be texting friends and relatives while she should be with a patient. Could be surfing websites for personal reasons on office time.
- Refuses to use specific verbal skills, offer your written financial options, deploy ANY system or strategy YOU CHOOSE to implement.
You have put far too much time, effort, sweat, blood and soul (let alone MONEY!) into your dental practice. It's time to take a closer look within and determine who's "ALL IN!" "A-Team" players deserve to be surrounded by other "A-Team" players. Nothing less.
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