As we pursue our goal to Minimize Turnover, we’ve looked at the weight of responsibility we carry to make sure each of our staff are in the appropriate role that fits their natural DISC Style and design. Then we discussed several assumptions it is easy to have about our staff. Just click on www.idealpersonidealplace.com/blog to access them.
This week we begin to discuss the streamlined hiring process we found to be extremely successful in our 30+ years of orthodontic practice. Again, I strongly recommend FIRST placing your current staff in their best roles and responsibilities. Then you can see more clearly where you still need to hire help and exactly what those roles entail.
To aid you in this process, I recommend another very helpful tool – my Free Fillable Workbook, “A Key to Minimize Turnover: Put Staff in their Ideal Place”. Just click here to access it. This is an excellent short tool that will guide the process of putting your current staff in their ideal roles. I strongly encourage you to take a few minutes to fill out this workbook on your current staff.
In our early years of having an orthodontic practice, we made mistake after mistake in hiring the best people for an empty role. Then it was a huge challenge to know what responsibilities to give them once they were hired. We tried to make them fit into the necessary role, pouring lots of time and effort into their training. But too often, the new staff would feel frustrated, overwhelmed and finally quit. Then we were right back to the stress and financial strain of hiring again. You know – the Villain of Turnover!
But over time, we learned how to use the DISC System to develop a “Low-Hassle-Best-Results-Guaranteed Hiring Process”. It involves just 3 Clear and Focused Steps:
- Do the Advanced Preparation
- Design the Ad
- Direct the Interviews
Over the next few weeks, I’ll be sharing the details of each step of this Hiring Process.
The great news is that over time, we gathered a staff who were glad to be there, were fulfilled in their jobs and looked forward to coming to work each day. What a great way to run a practice!!
It truly is possible to create strong teams who want to stay!
If you would like to receive these “Keys to Minimize Turnover” blogposts by email each week, click here: “YES! Please send me Beth’s Minimizing Turnover emails!”
QUESTION: What kind of Hiring Process have you found that works well for you? I’d love to hear your thoughts and observations. Please share in the comment section below.
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