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Successful practices thrive when team members are in harmony with the dentist’s vision and the practice’s professional goals. Having a team of dedicated team players is every dentist’s dream.

So many young dentists are at a loss when it comes to hiring, training, motivating, and retaining employees. This article will hopefully answer some questions as well as offer timely tips for those who have staff or need to add additional team members.

I moved recently. After seventeen years in the same house, the stress of sorting, purging and packing was exhausting. Even more stressful was the necessity of dealing with a variety of “service” people; i.e. telephone installers, cable technicians, painters, contractors, realtors, bankers, plumbers and electricians. We had some excellent experiences; we also had some that were frustrating and less than satisfying.

Performance reviews provide an opportunity for the employer and employee to discuss how the employee can become more valuable to the practice and how that increased value will be measured so the employee is clear as to what is needed to receive a wage increase.

“Working interviews,” volunteering, and/or unpaid internships are not uncommon in the industry, but they have become a source of increasing risk to dentists, both financially and emotionally. Last month, Trojan Today covered working interviews. This month, we look at volunteering and/or unpaid internships.

“Working interviews,” volunteering, and/or unpaid internships are not uncommon in the industry, but they have become a source of increasing risk to dentists, both financially and emotionally. Not considering compliance requirements can leave you vulnerable to a plethora of problems.

In my coaching practice, I partner with people who are tired of just getting by. In the past, they have lived with “tolerations” and have considered themselves “survivors.” However, as they are living their lives, they discover that the human agenda, written in their hearts and minds, invites something more.