Do you have a team member that is not performing the way you think they should be and you’ve been struggling with them?  Well, this one is for you.  I want to share some insight to help you through the struggle of the ‘to fire or not to fire?’ question.

If you’re a dentist who wants to advance and get the practice of your dreams, while also creating a steady sustainable growth, you have to know you can’t do it alone.  You need to have a strong team behind you to support your vision and goals for growth.  And sometimes having one ‘bad apple’ can hold up the entire process.

There are different components to having a good team member:  personable, being a team player, being a solid performer at their job.  These are all valuable traits but sometimes it takes even more.

 

Click on the video image below to watch.

It’s easy when a group of dentists are talking to advise someone else to fire a troublesome employee. But when you hold that mirror up to yourself and your situation, it becomes harder to take your own advice.  We all know the old saying ‘easier said than done’, it definitely applies here.

This has come up with several clients lately, all in the same situation.  They are driven, want to grow and succeed.  They are focusing on getting new patients and how to advance their practice and wondering what is holding them back.  But when it starts to come up that some members of the team aren’t on board with the changes, things become difficult.

Patients need dependability.  But you need dependability from your team.

The first step you need to look at is that team member properly trained.  Do they need to be trained again?  There is no such thing as ‘one and done’.  We are all human and sometimes people need to reminded and re-energized.  (Even the dentist/owner…wink wink.)

If you have done your side of the work and they still aren’t performing, what’s next?

Here are real comments I’ve heard on a regular basis:

“I think I’ll be retiring in the next couple years, I think I’ll just wait it out.  What???  That is not the answer.”

“The team member is really nice.  We have talks with her and she quickly goes back to her old ways.”

I believe every person is a superstar in his or her own right.  But that doesn’t necessarily mean they are the ‘right superstar’ for your office.  It is your job as a leader to let these people go.  It is beneficial to everyone involved.  Good for them because they are free to go find a place that is a better fit for them, good for you because you have the opportunity to bring the right person for your office in.  It’s a win-win.

 

In this video, you’ll learn about:

• I help you decide if it’s time to just let someone go, so they can shine somewhere else.
• I give you an analogy of what these employees are usually doing, which is not only sabotaging themselves but you as well.
• I give you the wording; verbatim to tell an employee you are hoping to let go.

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