Debbie Castagna and Virginia Moore

Remember when the only perceived downfall to not giving performance appraisals was the hit to your self-esteem because you weren't being a "good" manager? Well, in today's minefield of human resources, the stakes are much higher. Now, it's downright risky. Believe it or not, your staff wants to know how they are performing-and it's not just about getting a raise -- most staff members want to do a great job.

We recommend that salary reviews and performance appraisals take place in two separate meetings, with the performance appraisal coming first. The staff member now has the opportunity to improve performance before discussing salary. If merit and profitability is there, that staff member is likely to receive a raise.

If, on the other hand, a staff member is under-performing, you must have documentation and signatures to support your concerns and expectation for improvement. Don't ever forget, Doctor, that the burden of proof is on you, and the risk involves your practice.

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Lois Banta

1. Design systems and protocols for a good foundation of production and collections.
2. Hire and train for positive attitude and acquire great teams with a dedication towards customer service and effective communication.
3. Hold a "morning huddle" every day to check in on the pulse of the practice and address day to day concerns before they become major issues.
4. Strategize each week by holding team meetings. Set a theme for each week of:
1. Cross training
2. Analyzing monthly numbers
3. Continuing Education
4. Role play - practice communication for patient questions.
5. Choreograph schedule for optimal productivity.
6. Get the money off the books and into the bank quickly.
7. Utilize excellent customer service...patient's impression of you begins on the phone.
8. Sharpen your clinical and practice management skills often by attending and participating in select continuing education.
9. Inspect what you expect.
10. Have more professional fun and find your "internal giggle".

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Jan Keller

Have you ever participated in a treasure hunt? Enjoyed the challenge of uncovering what is right in front of you, or hidden in a drawer or closet? Today is the day you should start a treasure hunt in your office.

Here's why. In today's economy, many dental practices are looking for ways to increase, or just maintain, previous levels of production and collection. One answer may be "hiding" under their noses... literally.

When was the last time you conducted an in-depth review of your patient charts, and the hidden treasure they hold?

For instance, how many of your patients are in need of updated x-rays? How many need a restoration, but have fallen through the cracks, either because they did not schedule at the time the treatment plan was presented, or because they cancelled their appointment and then fell through the rescheduling cracks? Successful offices use a tickler system to follow up on incomplete treatment, and with patients needing to reschedule treatment. In addition, they do NOT wait until late in the year to contact patients regarding unused insurance benefits.

Why wait! Uncover the hidden treasure in your patient charts by following this simple 3-step process:

1. Audit your patient charts NOW for recommended treatment that has not been scheduled or completed.
2. Put a plan in place to contact these patients and give them an opportunity to complete treatment before additional treatment becomes necessary, or more expensive.
3. Use your internal credit guidelines to support your staff in successfully negotiating payment arrangements that offer flexible and affordable payment options.

If you're thinking, "No one can afford treatment these days," think again! Never judge someone else's ability - or willingness - to pay. Ask! Give them an opportunity to say yes, and fill your schedule with willing and motivated patients.

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