In dental offices, the cost of wages is high and doctors lose the way to control it. Comprehensive salary cuts are not the answer, as this can only drive traffic and lose the best people.
The most commonly guilty is usually the low productivity of staff. What we have repeatedly noticed is that a well-educated, motivated team and well-run office is far superior to the office and has a similar office-based clinical office.
Why is dental staff not productive?
One of the main reasons for poor staff productivity is:
* The agency did not set daily target production targets. Each employee must know both their purpose and their role in achieving and excluding these goals.
* Staff did not receive adequate training in their work. Renewal and lack of efficiency are common. Everyone seems diligent in the office, but things are going to take longer. The task that takes 1 hour takes 2 hours.
* Team members did not give up training. While each person has a primary responsibility, the top offices have people who are cross-certified and can work efficiently in many tasks. Front office staff can take x-rays and help the dentist; dentist assistants can choose a patient and schedule appointments.
* Lack of proper systems. All tasks within the office require detailed systems and protocols. In the absence of a system, people discover their own methods that may be ineffective or incorrect. Written systems and manuals are absolutely required.
* Absence of an effective bonus system. Many dentists do not have an incentive system in place, fearing that employees will always be looking for bonuses or raising their heads. That's a bad calculation. The bonus is a reward for the extraordinary performance that has been achieved to overcome the goals. As long as the goals are correctly determined – having considered all the costs of the dentist's ownership – and clearly stated that the bonus only arises if the goals are outstripped, the bonus motivates the staff and actually helps to reduce it in the office.
* Performance Management Issues. In many offices, this is a sleeping issue that has been unresolved and unresolved for years. Often the dentist keeps payroll members who have been underperformed for months or years without giving real feedback about their performance. This violates both the staff and the practice. Employees are underperforming and never fulfilling their full potential, and practice never reaches full potential.
Many dentists are afraid to give honest feedback about concerns that they may lose their staff and start from scratch. Some people grow automatically every year, even if practical revenue stagnates. This creates the eligibility mentality. The staff does nothing to improve their skills, be it their way, and disproportionate about their contribution. From time to time, the dentist years later finds he can not afford to pay at this level and reduce the hours or let people go. This sad and bitter output is too often seen.
By solving some of these problems, dental practice can easily increase total revenue by 10% without increasing staff hours. For a typical $ 600,000 practice, a 10% increase in higher staff productivity significantly increases the doctor's $ 60,000 compensation for a physician. Not worth the effort?
Source by sbobet