Dental practices all over the country are thrilled, and relieved, to be open again. Hopefully, the backlog of patients who missed their scheduled appointments this spring is keeping your clinic busy.
Despite the impact of COVID-19, marketing remains important to the health of your business. Particularly in light of the current uptick in cases, many patients may hesitate to schedule dental care because of worries about possible infection. The following are some recommendations to maintain a steady flow of patients.
1 Create a web page that lists all the ways you’re keeping patients safe. Mention that your practice is 100% aligned with CDC and OSHA guidelines. Provide a list of exactly what you’re doing to protect patients during their visits. Also, note that your practice has had zero cases of individuals contracting the virus from a visit to your practice.
2. Maintain visibility and connection with your existing patients. Remind your patients that you’re still there and that you’re open for business. You can do this in multiple ways:
- Post information on social media. Use some of the content from the web page information just mentioned sharing brief posts on social media. You might also record a short video just letting your patients know that they’re in your thoughts, that you hope they’re faring okay, and that you’re here for them if they need any dental care.
- Email your patients. Let them know your practice is open and share the ways you’re keeping patients safe.
- Update email re-care reminders. Include some of the same information mentioned above in your re-care reminders.
3. Shift all of your paper patient forms to digital forms. Obviously, sending and receiving digital forms reduces virus transmission.
4. Let patients know what the new protocols are for patient visits. People like to know what to expect; they don’t like surprises. For example, let them know that they’ll need to wait in their car until called by the front office staff.
5. Develop a marketing campaign to recruit new patients. Given that a certain percentage of your existing patients will remain too fearful to seek dental care, you’ll need additional patients to meet payroll and other expenses.
6. Access training on how to market your dental practice. We’re in the process of developing a series of marketing courses designed specifically for dental practices that you may find helpful. Following is the first course in our series—Successfully Marketing Your Dental Practice: Planning & Infrastructure. This course will help you to start planning a campaign and laying the right foundation.Read More
Online training has come a long way in the last two decades. With the plethora of e-learning authoring tools that have emerged, virtual learning is more effective and engaging than ever before. It’s also much more cost-effective than conventional classroom-based training. The following are just some of the advantages of e-learning over in-person training.
Significant cost reduction. The economies of scale gained with online training are substantial. A course is developed once that can be shared hundreds or thousands of times. One very large DSO case study, reported a savings of $18.5M in training-related expenses when they switched to e-learning.
Access to the right training at the right time. One of the biggest advantages of e-learning is that employees can access exactly what they need when they need it. With on-demand training, there are no logistical or scheduling complications. You just hired a new employee? That employee can access training that’s specifically designed for those in their job role on their first day at work. She doesn’t have to wait for a training session that’s scheduled for the following month.
Targeted. Do you currently have staff in different roles with different levels of experience sitting through a one-size-fits-all 4-hour or 8-hour course? The training likely includes some content that’s not relevant for everyone in the room—either because it’s not applicable to their role, or it’s not at the right level. With e-learning, training can be modularized into smaller units so that each employee can acquire exactly the skills and knowledge that they need at times that work for them and the organization. Staff can also work at their own pace, reviewing areas that are more challenging or moving quickly through content that they easily grasp.
Scalable. Scaling up training to meet the needs of a growing organization can be a herculean and expensive task with in-person training sessions. Coordinating training schedules at times that work for staff is a headache. Your organization may end up with a gap in training because of these logistical challenges. And between the cost of trainers and staff downtime the organization’s bottom line takes a huge hit.
Measurable. At the end of most in-person training, an evaluation sheet is distributed. If participants say they liked the training, then it’s considered a success. But, actually, just because participants say they liked the training doesn’t mean they learned and retained the information presented. Evaluating actual mastery of new content requires an assessment. With e-learning, measuring mastery is easy, and learning management systems can typically generate reports on employee performance with a couple of clicks.
Given the limitations imposed by the pandemic, there’s even more impetus to switch to e-learning. For more information about how e-learning can address key challenges for dental organizations, download our eBook. To get a better sense of what’s possible with e-learning, take a look at our short course demo on dental office customer service.
If you’d like to chat with us about how our organization can save you money, while optimizing your training programs, contact us.Read More
A Forbes article notes that “When good leadership is in place in a company, it can be felt throughout the entire organization” and “Bad leadership can also be felt throughout the entire organization―only not in a good way. We couldn’t agree more! In my dental consulting practice, I’ve witnessed first-hand the impacts of both effective and sub-par leadership. When strong leadership is lacking, the organizational culture suffers. This, in turn, impacts patient experience. Having engaged, high-performing employees is also important for ensuring solid business operations. Bottom line: If you want your practice to grow and thrive, you need to have the right leadership infrastructure in place to mobilize the support of the entire team. In this article, we’ll touch on some of the steps you can take and why they matter.
If you’re thinking, “I don’t have time to focus on abstract ideas like ‘leadership’,” we hope that the following examples of the practical, tangible benefits of good leadership may shift your perspective.
Cultivate a Positive Organizational Culture That Fosters Growth and Achievement
The first question to ask yourself is “What type of culture do I want for the practice?” While the answers to this question may differ somewhat across individual practices, I think we can all agree that a culture that promotes a positive work environment, boosting employee engagement and high performance, is highly desirable. So how do you accomplish this?
Establish and share a clear mission and vision statement with all staff. This is a good clarifying exercise for you and sets the tone for all employees.
Cultivate a positive culture. Treat employees and patients in a professional and respectful way. Model a positive outlook and show clear disapproval of destructive gossip and unkind behavior. Never make cutting comments about anyone.
Promote a culture of growth and learning. Demonstrate a growth mindset by adopting a can-do attitude and continuously learning and improving your own skills. Your behavior sets the bar for the rest of the staff. Also, be sure to encourage your employees to grow and learn. In addition to providing training opportunities, you can include professional growth and development as a criterion in employee performance reviews. A growth and learning culture lifts all boats.
Recognize achievement. Countless studies have shown that recognition is highly valued by employees. It also typically boosts contentment. Happy employees are typically more productive than those who aren’t. Additionally, employees who feel appreciated are more likely to appreciate their managers. Oh, and happy employees will typically stay with their employer longer. So, carving out time to notice and acknowledge individual and team achievements is well worth the effort.
Demonstrate Practice Values Through Your Actions
Another key question is “What type of values do I want to reinforce in the practice?” You likely want your employees to value teamwork and respectful treatment of patients and colleagues, as well as practice growth. When you demonstrate key values through your behavior, employees notice and will usually try to adopt similar behavior.
Model teamwork and a caring, supportive approach. Treat employees with respect, fostering excellent performance through encouragement. Avoid a strict hierarchical approach in favor of an attitude of everyone pitching in and helping one another. If a staff member is trying to get out on time to pick up her child from work, offer to finish up for her. Employees feel supported and respected by gestures like these. Remember that how you treat your employees has a direct impact on how employees in turn treat patients.
Adopt a goal-driven approach. Management studies have consistently validated the value of goal setting. Basically, if individuals and organizations don’t articulate specific goals, progress and growth are much less likely to occur. Be sure that your practice has goals and that they’re shared frequently with staff. Working toward goals also helps employees to feel more engaged and part of a larger effort. You also need to monitor progress toward goals or else momentum will be lost and employees will assume the goals are no longer important.
Cultivate Staff Loyalty, Trust, and Longevity
Communicate regularly with staff. A common challenge in dental practices is a shortage of time. Most dentists are hard-pressed to complete procedures while also keeping on top of managing the business side of the practice. Dental practice managers are also typically juggling many tasks each day in a busy office. However, taking time to communicate with staff is crucial, and will save you time in the long run if you’re able to keep good employees from walking out the door. We have two recommendations: 1) Hold a morning huddle with all staff each morning; and 2) Talk to employees frequently, showing that you care. Regular communication makes staff feel like a valued part of the team and helps to generate employee trust and loyalty.
Provide staff training opportunities. Providing opportunities for staff to grow, learn, and develop new skills is a well-documented way to reduce staff turnover. It also helps to improve employee engagement and morale. Plus, most importantly, your staff performance will improve as well!
The tried-and-true strategies presented above have been implemented in all types of organizations, big and small. You might want to start out with some small steps. Just implement a couple of these suggestions and watch the positive changes that will emerge in your practice!Read More
While helping dental businesses to thrive and grow over the past decade, I’ve found that there’s one challenge that plagues nearly all of my clients—staff turnover. Below are some actions you can take to recruit and retain top talent.
First, let’s look at the typical staffing scenario in a dental practice. The front office staff person gives two weeks’ notice. The practice scrambles to hire a new person. The applicant pool is limited, so they just go ahead and hire someone quickly. The new person—who often has limited education, skills and experience—starts work about two weeks after the previous staff person has left. But the existing staff are snowed under with work and don’t have much time to spend training the new person. So, her interactions with patients are far less than ideal and she’s muddling through scheduling, billing and insurance tasks. Sound familiar?
Up your recruiting game
If you’re like most dental practices, you can’t afford to pay high wages to your administrative staff. So, you may be thinking that you’ll just have to settle for sub-par staff. However, you can take steps that help you attract the best possible candidates.
Spend time on the job description and job ad. Update your job descriptions regularly to make sure they’re accurate. (This is also helpful in the event of any HR legal situations.) Remember that prospective candidates are evaluating you also. Make sure your job advertisement not only conveys what you need, but also includes information that attracts candidates, such as “warm, caring, positive work environment” and/or perks.
You also need to make sure your job ad is the right length and clearly written, with formatting that makes it easy to read.
Offer perks. Can you offer discounts on selected dental procedures? Do you provide training opportunities? Can you offer a slight pay increase after one year of excellent performance? Be sure to list any of these perks in the job ad.
On-board new staff effectively
When new employees are just thrown in at the deep end with little guidance, they typically feel stressed and unsuccessful. As a starting point, make sure that your employee handbook is current and useful. This can save you and your practice manager a lot of time and increase the new employee’s confidence. If you equip new staff with the skills they need to do their job and provide some coaching, they’re much more likely to stay.
Create a positive, healthy organizational culture
Nothing pushes employees out the door faster than a toxic work environment with poor management. Signs of an unhealthy work culture are a lot of gossip and back-biting, anxious, unsmiling employees, and high levels of mistrust. Here are some ways you can cultivate a more positive work environment.
Provide training for your practice manager. A little bit of management training can make a huge difference in the effectiveness of a supervisor.
Hold team meetings. Team meetings can provide a great opportunity to establish communication channels with team members. Most people like to feel like they’re a valued part of a team, and are eager to contribute. Use meetings as a way to keep employees in the loop and engage them in what’s happening in the organization.
Communicate regularly with employees. You and/or your practice manager need to take the time to talk to your staff and show them that you care about them as people. Make sure that you’re approachable, and that you regularly acknowledge good work. Recognition is a powerful motivator.
Learn how to deal with and resolve conflicts. A certain amount of disagreement and conflict is unavoidable in any group of humans. However, if they’re handled correctly, they don’t have to result in deep rifts or ongoing tension. Training in conflict management can be surprisingly helpful.
Intervene with employees who are big gossipers. A little bit of gossip is part of human nature. But a lot of gossip can be very demoralizing and create a poisonous, dysfunctional atmosphere filled with mistrust. Let employees know that it won’t be tolerated.
Provide opportunities for staff to learn and grow
According to the Society for Human Resources Management (SHRM), research has shown definitively that providing development opportunities for employees reduces staff turnover. This is especially true for your best employees, who want to feel like they’re progressing in some way. Giving staff access to training also helps to increase their motivation and level of engagement, as well as loyalty. All of these in turn make employees want to stay with you.
If you’d like to explore some of our courses related to these topics, please visit:
For Practice Managers:Read More
Missed appointments,no-shows, and last-minute cancellations are not acceptable for any type of business.They are especially detrimental when appointments are the basis of business revenue.
If your practice is grappling with these challenges,maybe it’s because you are not doing enough to prevent the cancellations in the first place.
Remember that missed appointments, no-shows and last-minute cancellations are the end result of the unspoken messages you convey to patients.
Do you want to find out about the 2 most powerful reasons why patients miss or cancel their appointments? Continue reading…
Lack of interest is probably the main reason why patients cancel appointments.
Let’s be honest here! We all know we should be taking care of our oral health, but having dental work is not fun.
Patients tend to prioritize anything else over their dental appointment. It is a fact, and you know it! If it doesn’t hurt, it can wait.
Patient education is crucial to overcoming the lack of interest challenge. Your staff should be able to communicate the information in a way that “hits home” so patients become more engaged with the treatment.
Also, it could be worth while to review the appointment confirmation protocol followed by your front desk staff. Your patients might not be receiving the confirmation calls or texts as they should. Sometimes little changes can give you impact-full results.
Lack of connection is the second reason.
Your job is to create an inviting environment for the patient and build a trusting relationship.
How many times did you feel like you didn’t want to go somewhere, but you made an effort to go anyway because you didn’t want to disappoint a friend or family member?
The power of connection is a remarkable tool when dealing with cancellations and no shows. Make their next appointment personal!
This job is not one person’s role. The whole staff should embrace it.
With proper communication, everyone on your team can create and deliver the best patient experience.
Recommended courses are:
- Introduction to Leveraging Communication Styles
- Leveraging Communication Styles (choose the appropriate style)
- Handling Common Patient Interactions Optimally
We cannot overemphasize how important it is to provide a positive patient experience.
When it comes to patient experience, the relationship is everything.
This time-tested adage is still spot-on: “First impressions are the most lasting.”
Your staff should strive to create a positive, memorable experience even before the patient visits your dental practice.
When a new patient calls in to get information about your services or even to see if your clinic accepts their dental insurance, here are some of our suggestions on how your receptionist should handle this call:
* Learn more about the patient
Rather than settle for the usual 5-minute exchange of information, you should take a little time to learn more about the new patient.
- Ask them how they heard about your practice
- Find out how they’re doing and what they’re looking for
- Learn what’s important to them!
Engaging your patients with “small talk” builds trust and demonstrates that you care.
* Be attentive and enthusiastic
While gathering a patient’s information and the conventional details, ensure that you achieve a light, pleasant tone.
- Personalize the conversation by calling the patient by their name (e.g., Mr. Lee)
- Talk to them in a welcoming and friendly tone
- End the call with: “We are looking forward to meeting you …. OR We are excited to meet you on….”
Demonstrating how excited your team is to have them as a new patient will help the new patient to feel welcome.
* Build value for the practice
Every interaction with a patient is an opportunity to create additional value.
- Explain to new patients how your practice is different from the others.
- Assure them that they’ve found the right place.
These few customer service tips can supercharge your new patient experience.
For in-depth resources, check out our Premium Dental Practice Training courses.
- Conveying a Welcoming, Professional Image
- Ensuring An Excellent New Patient Experience, and
- Providing Exceptional Customer Service
In my consulting practice, I always begin work with new clients by doing a comprehensive practice analysis. An important component of this analysis is reviewing key financial metrics. One of those is the “age” of pending insurance claim payments. Recently, I was astonished to discover that one of my new clients had over $300,000 in unpaid insurance claims—some of which were more than 15 months year old! For many of these claims, too much time had passed to collect the revenue from the insurance plan. When I shared this discovery with the dentist, she paled and the expression on her face said it all. So, let’s explore how this happened and what can be done to ensure that the same situation doesn’t arise in your practice.
This client had a loyal practice manager who had been with the practice for more than 10 years. She provided great customer service and had a good attitude. However, the practice hadn’t established solid policies and procedures on insurance and billing and the practice manager hadn’t received any training in this area. It turned out that the pending insurance claims were just the tip of the iceberg in terms of ineffective practices.
Following are some tips on how to tighten up your insurance and billing practices to ensure a healthy revenue stream and prevent avoidable losses.
Establish effective front office policies and procedures
You or your practice manager should implement and ensure compliance with the following best practices.
Establish a financial policy. You should have a financial policy in place that covers when payment is expected, forms of payment accepted, and any third-party financing plans available.
Handle new patient intake optimally. Before patients arrive for their first visit, obtain their insurance information and verify eligibility and coverage. When they arrive, have them sign a copy of the financial policy.
Collect patient’s share of the costs at the time of service. Before a patient arrives for an appointment, estimate their share of the cost of the services. Ask them to pay their share at their appointment. Studies have shown that the chances of collecting patient co-pays go down by about 20% as soon as they walk out the door.
Submit claims daily. At the end of each day, staff should submit insurance claims from procedures done that day. This helps ensure a steady cash flow.
Leverage practice software
Fully utilize finance-related features and functions. You or your practice manager should take the time to explore and use all of the tools your practice software has to offer. Not only does this save time and improve efficiency, but being able to quickly run reports allows you to keep tabs on key financial indicators.
Capture patient coverage electronically. Ensure that front office staff enter all new patient insurance information immediately after obtain the information.
Submit claims electronically. You’ll receive payments more quickly if you submit all of your claims electronically.
Monitor the right data and run the right reports
The tasks below are typically handled by the practice manager.
Monitor insurance claim status. Checking insurance claim status at least twice a month and re-submitting rejected claims or appealing denied claims promptly promotes collection of as much insurance-based revenue as possible.
Monitor pre-treatment estimates. Every two weeks, make sure that the insurance company received the requests and schedule patient treatments as soon as the estimates are received.
Run a daily report on claims submitted. The practice manager should ensure that each day all procedures done for patients with insurance have been submitted.
Run aging reports on insurance claims and outstanding patient balances. Run these reports weekly and address any issues promptly.
The practice manager should definitely have dental-office-specific training geared toward managers. Ideally, the front office should also be trained in basic front office billing and insurance best practices. A small investment in this type of training has a high ROI for your bottom line.
If you’d like to explore our online billing and insurance courses for both front office staff and managers, please click on the links below.
Developing high-performing teams with deeply engaged employees is well worth the effort. A large Gallup workplace analysis concluded that business units with highly engaged employees resulted in 21% greater profitability. Even more impressive is that those departments with highly engaged teams had 59% less turnover and 41% reduction in absenteeism. They also found a 10% increase is customer service ratings and a 20% increase in sales.
So, let’s back up a little bit and talk about what we mean by engaged employees and high-performing teams.
What is an engaged employee?
Gallup describes engaged employees as “as those who are involved in, enthusiastic about and committed to their work and workplace. “ Following is an illustration of an engaged vs. disengaged employee. Imagine you have one front desk staff who’s always upbeat and enthusiastic when she arrives at work. When she finishes all her work, she asks what else she can do to help and wants to learn how to do new tasks. You have another employee who is often late, who just does the bare minimum necessary and then looks at Instagram the rest of the time.
What’s the ‘secret sauce’ for a high-performing team?
A high-performing team is a group of individuals working toward common goals who collaborate effectively and achieve superior results. A Forbes article notes that high-performing teams “have high levels of internal trust and accountability, navigate change more successfully and have resilient mindsets. They are more sustainable, have higher levels of engagement and therefore efficiency.” Though the perspectives of experts in management and leadership (e.g., SHRM and McKinsey) may differ slightly, nearly all point to the following additional qualities as essential for both high performance and employee engagement.
==> Big picture is clear. Be sure your organization has a clearly defined vision and mission that’s communicated to all employees. When you on board new employees, emphasize how they contribute to the achievement of your vision and mission.
==> Shared vision and common goals. Establish goals for your organization, team, and individuals. That way the team is all rowing together in the same direction.
Employees equipped with the right skills and knowledge to succeed. Use best practices in attracting, screening and hiring top talent. Provide any training that’s needed to ensure that employees can be successful in their roles. If they lack skills or training, they will likely disengage.
==>Clear expectations. Every employee, as well as the entire team, should know what’s expected of them, from customer service to OSHA and HIPAA compliance.
==>Performance feedback. According to the Society for Human Resources Management (SHRM), “Research has shown that managers who engage in effective performance management produce extraordinary business results compared with those who do not.” Employees need to know what they’re doing well and what areas need improvement. It gives you or your practice manager the chance to acknowledge accomplishments while identifying coaching, mentoring, and training needs as well.
==>Mutual trust and respect among team members and between team members and managers. For best results, you and your practice manager should adopt “servant leadership,” providing support and service to your employees. This approach builds trust and respect. Try not to blame and criticize employees. If an employee needs to improve, provide constructive feedback in a supportive manner.
==>Stellar communication. Regular communication between the manager and team, among team members, and between the manager and individuals is critical to success. Employees should feel psychologically comfortable expressing themselves. In fact, a report by Salesforce notes that “employees who feel their voice is heard at work are nearly five-times (4.6X) more likely to feel empowered to perform their best work.” Hold regular meetings; when employees are included and valued, they’re more likely to be engaged.
==>Continuous learning and growth. To engage your staff and retain your best employees, offer opportunities to learn and grow. Training and development are worthwhile investments in one of your most important business assets.
If you or your staff would like to acquire new skills and knowledge that will help promote employee engagement and high performance, you may want to consider the following interactive online courses:
- Cultivating a Winning Mindset: Introduction
- Cultivating a Winning Mindset: Habits for High Performance
- Leveraging Communication Styles
- HR101: Strategic Planning
- HR101: Organizational Culture
- HR101: Recruitment & On-boarding
- HR101: Training & Development
- HR101: Change Management
Do you and your staff interact exactly the same way with all of your patients? If so, then your dental practice is missing out on opportunities to improve connections with patients and boost treatment acceptance rates. Also, a 2016 study conducted at the University of New Mexico Dental School indicated that “determination of patient personality type results in better patient communication and consequently better oral health.”
As you’re no doubt aware, there are many different communication and personality style inventories out there. The foundation concepts for the study just mentioned and for our dental office courses are derived from the DISC personality type theory developed by William Marston.
So, how do you go about leveraging personality/communication styles? The first step is an awareness of different communication styles. Some patients enjoy a chatty, high-energy approach. Others are quiet types who prefer a calm, subdued approach. Some patients want all of the facts and details about their dental care and proposed treatments. Other types of patients just want you to cut to the chase and give them the big picture.
When there’s a mismatch between the dental clinic staff’s approach and the approach that’s desired by the patient, the result is typically patient frustration and dissatisfaction. I know I don’t need to spell out for you the impact this can have on patient satisfaction and retention, not to mention treatment acceptance.
We recommend that all of your staff receive training that will enable them to identify both patients’ communication styles and their own style. That way they can customize their interactions to bolster patient comfort and receptivity and establishment of rapport.
Another area in which communication styles are useful is dental office management. If you’re interacting with staff in a uniform way and you’re assigning tasks without factoring in communication style, your office is probably not operating optimally. Communication styles can help predict what will motivate or discourage different types of individuals. They can also give you insights into the roles, tasks and projects that are most appropriate for individual dental office staff members. Teamwork also tends to improve when employees are aware of each other’s communication style. They’re typically more empathetic and tolerant of their colleagues. Most employees are also energized by training related to communication styles. Our four micro-courses provide this useful training through engaging, interactive activities that are specifically targeted to dental practices.
Take advantage of our free registration to access the course :Introduction to Leveraging Communication Styles. Click here to register for freeRead More
Do you think that offering training opportunities to your dental practice employees is a waste of money that will only result in your staff moving on to other jobs? According to the Society for Human Resources Management (SHRM), research has shown that the opposite is true—providing development opportunities for employees actually reduces staff turnover. SHRM goes on to say that “Employee development is almost universally recognized as a strategic tool for an organization’s continuing growth, productivity and ability to retain valuable employees.” They also note that training is necessary to remain competitive. We couldn’t agree more, as we’ve seen the remarkable changes that training can have in dental practices. Training is definitely a worthwhile investment in dental office success.
In fact, an analysis by the Association for Talent Development on the return on investment from training yielded some startling statistics. They found that businesses that offer comprehensive training programs have 218% higher income per employee than companies that lack training programs. These companies also have 24% higher profit margins.
Following are some additional benefits. Providing employee training and development opportunities:
- promotes a growth and improvement orientation. When your practice staff are regularly learning new content, they are more likely to adopt a growth and improvement outlook in their work.
- boosts employee engagement. This, in turn, improves motivation, job satisfaction, and morale.
- reduces staff turnover. When employees are engaged, learning, and happy at work, they’re less likely to leave.
- reduces practice risk. Training in areas such as HIPAA, labor laws, and safety practices is an essential risk reduction tactic for dental practices.
- improves performance. When your dental practice team learns skills such as management or customer service, it lifts all boats: your employees are happier and they create a more welcoming environment for your patients.
- fosters excellent customer service. When employees are happier and more engaged, that goodwill filters down into excellent customer service for your patients.
Following are examples of the types of benefits of different types of training:
- New patient conversion
- Retention of existing patients
Optimal Operational Systems Training
- Scheduling strategies that increase production/revenue
- Improved efficiency
- Effective management of insurance
- Development of useful employee manuals to ensure consistent performance among all staff
- Tactics to attract and retain top talent
- Cultivation of a positive organizational culture
- Successful strategic planning to improve and grow your practice
- Practice risk reduction (e.g., ensuring your practice isn’t violating labor laws)
- Effective employee performance evaluation system to develop employees to their full potential
Management and Leadership Training
- Cultivation of a winning mindset in your employees
- Adoption of treatment presentation approaches that work
- Increased employee engagement, which boosts productivity and reduces staff turnover
- Development of high-performing teams
If you’re still not convinced, see if the following information changes your outlook. In 2018, workers quit their jobs at the highest rate in 17 years. And that trend is not expected to change. A 2019 Workforce Learning Report by LinkedIn showed that a whopping 94% of employees said that they would stay with their employer if the business would just invest in learning opportunities for them.
Bolster the success of your dental practice and reduce the expense and hassle of staff turnover by offering your employees the chance to improve their skills. Check our catalog with complete series of courses for your staff.
We offer cost-effective, yearly memberships that give access to all our courses and training accounts for multiple team members. These courses reflect our many years of dental industry experience. Here’s what makes our courses different.
- We teach crucial, practical skills that will make your practice thrive.
- Our courses challenge your staff with realistic scenarios to boost their skills.
- Each course we offer takes only 30 minutes to complete. This means your employees will be able to learn and become a highly skilled member of your practice quickly.
- Our courses are interactive, which sparks engagement and increases retention of new knowledge.
- Every course has a downloadable summary that your staff can keep handy.
- And much more.
If you would like to learn more about the plans we offer, reply to this email.Read More