Archive for June, 2014

3 of 3 Steps to Establish Performance Expectations

Monday, June 30th, 2014

This is a continuation of my previous post on 3 Steps to Establish Performance Expectations.  As you have learned, the culprit of poor performance is typically due to lack of or weak performance measurement systems. To address this we first created effective Job Descriptions.  Then we looked at providing the tools and finally, it is time to measure results.

Step #3 – What Gets Measured Gets Done
Appraise employee performance using an effective performance appraisal instrument that evaluates key areas such as:

    • The employee’s ability to follow instructions
    • Their willingness to help others and cooperate with others
    • The incidents of errors in their work
    • Their initiative, commitment, and innovation in carrying out their responsibilities and improving work flow
    • Their work ethic, attitude, and individual productivity

When you provide your team with clear direction they have the opportunity to do more than just perform a task. They can excel. Remember, the vast majority of employees want to deliver a quality work product. They want to feel they are part of a harmonious team that not only enjoys working together, but also is committed to succeeding together. They want to feel that they are rewarded based on their individual ability to achieve what is expected of them. And they want to know that they are heading down the right path to achieve individual and overall practice success.

Interested in speaking to Sally about your practice concerns? Email her at sally@thenewdentist.net

2 of 3 Steps to Establish Performance Expectations

Monday, June 16th, 2014

This is a continuation of my previous post on 3 Steps to Establish Performance Expectations where it was mentioned the culprit of poor performance is typically due to lack of or weak performance measurement systems. Again, successfully measuring employee performance requires a clear and well defined strategy, the first step was to create effective Job Descriptions next we look at providing the tools for success.

Step #2 – Lay The Groundwork For Success

  • Provide the necessary equipment and tools to perform the job
  • Provide training to help team members carry out the job duties most effectively
  • Evaluate the number of staff to ensure it is adequate
  • Explain what is expected of the employee and how their performance will be measured



For example, if you are measuring the performance of your dental assistant, you should be able to see the distal of the cuspid on every bitewing X-ray, you should never have to reach for an instrument on any setup, and the molds the assistant pours should be free of defects. In addition, if you expect your assistant to achieve an 85% case acceptance, s/he needs to know this. If it’s your expectation that s/he give a daily report on post-treatment calls, s/he needs to be told. If you expect her/him to convert 75% of emergency patients to comprehensive exam patients, and that s/he is to keep the cost of dental supplies at no more than 5% of practice collections, make sure that direction is abundantly clear to the employee.

Interested in speaking to Sally about your practice concerns? Email her at sally@thenewdentist.net